* Deep-rooted favouritism and poor leadership decisions have caused three rounds of redundancies.
* The company underwent a confusing merger and 2P transfer into another business owned by the same individual. According to publicly available Companies House documents, the original company later entered administration with significant liabilities, leaving many employees feeling uncertain about the business’s financial stability and long-term future.
* Leadership focuses on blame instead of solutions, so the same issues keep happening over and over.
* The quality of work has nosedived — from bespoke builds and innovative solutions to recycling the same internal theme or reskinning marketplace themes at high prices.
* Internal direction is chaotic, with no clear vision and constant disagreements. Deadlines are missed, projects run over budget, and leadership has no cohesive plan.
* Most decisions are reactive, knee-jerk responses rather than thoughtful strategies — leading to new problems rather than solving existing ones.
* There’s no career progression: you’re either a developer or a lead, and no one is promoted because there are more leads than developers.
* Morale is extremely low. Many people stay only because they can do their work and go home, not because they believe in the company’s future.
* Pay and recognition don’t reflect the effort people put in, and feedback is often ignored entirely.
* Communication between departments is broken. Teams work in silos - design throws projects over the wall to development with little collaboration or early involvement, treating devs as task-doers rather than partners.
* Employees have repeatedly received letters from the pension provider stating that contributions have not been paid on time - many of us have had several of these over the years, which is deeply concerning and reflects wider financial mismanagement.
* Dispite repeated company surveys the company never seems to improve on the things that matter.