An internship at Scaleway could be a valuable learning experience for identifying red flags in the workplace - Anonymous employee Scaleway Employee Review

Overview During the recruitment process, I was assured that the mass tech layoffs that started off early 2020’s would not impact Scaleway due to its backing by the Iliad Group. This, along with promises of C-level support for my area, influenced my decision to join the company. However, my experience at Scaleway has been marked by significant challenges. Leadership A few weeks after joining, the CEO and his staff were abruptly removed by the Iliad Group, causing significant disruptions. Many employees complained about the unjustified removals, and some were relocated without clear plans. Concerns about resource allocation led to a budget freeze, leaving us without the necessary resources for months and no new CEO to provide direction. Management The Chief Revenue Officer (CRO) became increasingly unpopular, and his attitude allegedly worsened after not being chosen as the new CEO, leading to several employees taking medical leave due to stress. Once the new CEO, Damien Lucas, was settled, the CRO was fired in response to employee complaints. Managers and areas are known to be conflictive with each other, and bad-mouthing the value of the other team's work is common. So if you land in a team that is not on "the good side" of people with influence power, then you're gonna have an even worse time, allegedly. New CEO & Policies Damien Lucas, the new CEO, struggled to engage with employees and imposed a policy requiring those living within 75 minutes of an office to work on-site three times a week. This decision was unpopular, and employees used "All hands" sessions to voice their frustrations. Eventually, these sessions became less interactive, and communication channels were restricted, quieting down employee concerns, demands for answers, and complaints. Alleged Toxic Culture and Alleged Nepotism The workplace culture at Scaleway is marked by alleged nepotism and political maneuvering. Competence often takes a backseat to connections, with promotions and hiring decisions allegedly influenced more by personal relationships than merit. This toxic environment requires employees to engage in boot-licking to secure their positions. Inefficient Human Resources The Human Resources department at Scaleway is notably inefficient, taking months to address employee tickets. After a wave of alleged "encouraged resignations" and firings, HR shifted its focus to improving employer branding rather than addressing internal issues. Negative reviews on platforms like Glassdoor have highlighted these problems, which management publicly dismisses but internally recognizes as significant (see the professional quality pictures attached by Scaleway). Lack of Transparency Despite monthly HR surveys, the results are never shared with employees. Turnover rates and salary transparency are also lacking. Bonuses are often bound to conditions that make them difficult to obtain. Conclusions Scaleway is allegedly managed by individuals with poor knowledge of the CSP industry, focusing primarily on revenue growth. This has led to a loss of focus for product and engineering teams and a tangible lack of trust in management. The company's shift from an international vision to focusing on French clients and activities has excluded non-French-speaking employees. For young professionals, an internship at Scaleway could be a valuable learning experience for identifying red flags in the workplace. However, experienced professionals may find it challenging unless offered significant compensation, which is unlikely.