Poor management, Only tactics no strategy - Anonymous employee CyberQP Employee Review

- Knowledgeable team members...that's iw

- Leadership rewards presentation over performance. People who present well are insulated from scrutiny; people who do the work absorb the consequences. - Management style is the worst of both worlds: tactical micromanagement on day-to-day execution combined with strategic drift on direction. You'll be told to take ownership and then second-guessed on the decisions you take. You'll be asked to ship fast and then critiqued for not aligning first. Expectations shift without acknowledgment and you're held to the new ones retroactively. Classic double-bind territory. - Management raises its voice and reassigns blame in real time. Yelling is on the table. Documented evidence — emails, design docs, meeting notes — does not consistently protect you. When something goes wrong, the search begins for someone to absorb it, and that search rarely lands on whoever was actually responsible. - "Cultural fit" is used as a tool, not a value. In practice it maps to "doesn't push back." - Issues raised through proper channels get surfaced honestly by HR and then stall at the management layer that's supposed to act on them. The findings exist. The accountability doesn't. - Compensation lacks transparency. No published leveling, no clear bands, no growth conversations on a cadence. Raises occur but the logic is opaque, and the conversation about your trajectory is one you have to start, repeatedly. - Tenure is short across roles. The most recent product owner left voluntarily after six months, and he wasn't the first short-tenure exit. Pay attention to who's still around in a year, and ask the recent leavers privately what actually happened. - Terminations happen fast and without a real performance process. No improvement plan, no honest conversation. If they decide you're out, you're out.

Salary is somewhat competitive compared to similar roles in the market. A few genuinely skilled and supportive colleagues trying to make things work despite the environment.

Heavy micromanagement: employees are required to post check-in/check-out messages in Slack and it often feels like every move is monitored. Higher managers frequently change direction and seem unsure of priorities, creating constant confusion. Blame culture is strong: departments often work against each other instead of collaborating. Managers insist on cameras being on and visible presence during all calls, fostering an atmosphere of control rather than trust. Product quality is mediocre and some tactics to retain clients feel questionable. Leadership tends to present an overly positive picture during company meetings while quietly conducting layoffs. Overall, the culture feels more about appearances and control than real growth or innovation.