DroneShield Reviews

- Years of technical debt and no incentive to fix it. - A culture of band-aid fixes. - Often long hours - Unexpected and short notice traveling. Working at Droneshield often feels akin to swimming against a relentless tide of technical debt. The weight of outdated practices combined with lackluster project management greatly hinders innovation. Despite the long hours we spend tied to our desks, grappling with unfinished tasks we're constantly playing catch-up. The journey from a small startup to its current state has unfortunately been marred by a steadfast adherence to antiquated methodologies. This adherence has cultivated a corporate culture that stifles any attempt at progress. As a result, leaving many employees feeling disillusioned and demoralized. Navigating projects is like sailing through a storm without a compass—every day brings a new barrage of sudden priority shifts, leaving teams adrift and struggling to maintain direction. Attempts to address these issues often meet with resistance from management, further adding to the frustration and futility felt by the staff. The project management at Droneshield is akin to navigating a ship through a storm without a compass. With each passing day, the team is subjected to a barrage of sudden and ill-managed priority and scope changes, rendering any semblance of stability or progress a distant dream. And if you have the audacity to point this out or suggest any changes to this unsustainable process, you will face disciplinary action. Many project leaders would proudly go on and on about company share price and net worth, but would refuse to provide the resources required to accomplish the goal.

Their products appeared to be designed by teams that had no previous experience (or knowledge) with this type of EW systems. Specifically, there was insufficient knowledge of RF engineering and systems engineering. So if you are junior, there is no one to learn from. If you are senior, you'll be constantly frustrated as the culture was to try to micromanage around fundamental design problems, rather than implementing industry best practice, and listening to experienced staff. There was also a culture of lying by certain senior management team members - covering up own mistakes and blaming others. Another note: how can a company implement "meritocracy" when the senior management don't have the requisite technical knowledge.