Pros
The company used to be well-run, thoughtful, and process-driven, especially in the Americas. There are still many talented, hardworking people who genuinely care about doing good work. The product has real potential if leadership and governance were stabilized.
Cons
Since increased control from the European parent company, the organization has become chaotic and inconsistent. Rules and processes change frequently, often without explanation, and are applied differently depending on who is involved. Decisions are made quickly and unilaterally, with little regard for precedent, impact, or fairness. Teams affected by these decisions are rarely consulted, and expertise is often ignored. There is a noticeable lack of consistency in how people are treated. Some individuals receive flexibility, exceptions, or opportunities that others do not, without clear justification. This has created confusion and resentment across teams. Communication around major changes is minimal and often reactive. Important decisions are announced without context, and follow-up questions are discouraged rather than addressed.
Over time, the culture has shifted from collaborative to fearful. Employees are hesitant to raise concerns or challenge decisions because doing so can lead to being sidelined or labeled as “difficult.” Following process for the purposes of compliance is treated as an inconvenience. Many people stay quiet simply to protect their roles.