• The company’s culture collapsed when the CEO shifted his attention from LyntonWeb to SyncSmart in 2025. What had been a collaborative, open environment quickly gave way to paranoia, control, and fear. (LyntonWeb saw 50% turnover during his “focused” leadership there as well.)
• The person who had been leading the team with professionalism, courtesy, and skill was pushed to the sidelines over a series of weeks.
• Honest questions were met with threats — including a demotion. I was ultimately terminated shortly after raising concerns.
• I was the only person in the entire company to receive a raise this year. I was shocked to learn this, as the other two more senior engineers on the team had not gotten a raise at all in the previous year.
• The "CEO"’s behavior was erratic, retaliatory, and damaging to morale. I do not believe this leadership style is sustainable or healthy.
• Lack of psychological safety: speaking up about issues or trying to understand key decisions was seen as disloyalty.
• Decisions were dictated from the top with no regard for expertise. Despite lacking any engineering background, the "CEO" decided to abandon a working, live TypeScript (Next.js) product as the backbone of the company's new products — against unanimous team advice— and replaced it with a Golang rebuild he intended to generate via AI and a contractor. No one on the team had Golang experience, including the "CEO" himself. The team was not given access to view any of the code being written, nor the ability to test anything on the new server. We were only given general API guidelines to adhere to for our code to access this server.
• Employee surveillance tools were used under the guise of productivity software. Meetings and internal chats—including voice calls—were monitored and transcribed by AI. There was no clear consent or communication about how these transcripts were used.
