Pros
Substandard coffee if that’s what you’re looking for
Cons
Firstly, it’s worth noting that as you scroll through the comments here, every negative review—regardless of language—is quickly followed by a five-star one. The company’s recent initiative of replying to reviews appears to be a reactive attempt to repair its image, often by presenting information that does not align with employee experiences.
For example, management has claimed that “each person is supported through individual and group sessions.” I would genuinely like to know by whose definition this is accurate. In practice, this never occurred. Individual and group sessions were led by upper management and consisted of public criticism with no right of response. There was no meaningful focus on “competencies needed to meet objectives.” Instead, these interactions systematically broke teams down and contributed to serious mental health distress due to the absence of constructive feedback, appreciation, or empathy.
While these sessions may exist as company policy, they are not carried out as described and should require oversight. The lack of monitoring enables poor practice and an absence of fair process at the hands of those conducting them.
It is deeply unfortunate that individuals in positions of power m a r are permitted to treat staff in this way. When concerns are raised, upper management is consistently the only party taken seriously. HR has never been present during these situations, yet assumes full transparency and readily dismisses employee concerns based solely on the word of m a r.
The situation becomes even more unprofessional when formal complaints are made. Employees can expect responses where the individual named in the complaint is copied into the email, effectively isolating the complainant and placing a further target on their back.
There is a persistent pattern of pressuring employees into compliance. The moment you question a process, you are encouraged to leave or are gradually pushed out under labels such as having a “bad attitude,” despite the company promoting a so-called “chain of love” that claims to welcome challenge. The inconsistency between stated values and actual behavior is striking.
This mindset extends into self-styled psychological or development sessions, where responsibility is routinely shifted onto employees rather than addressing leadership or structural issues. By their own admission, when management encounters a problem or is at fault, it becomes someone else’s responsibility.
Targets and commission structures are another concern. Targets are largely unattainable, commissions are inconsistent, and when someone begins to earn even modest commission, the structure is revised shortly afterward to impede it. The same applies to working-from-home policies, which are discouraged under the guise of control. Meanwhile, decision-makers and habitual reprimanders live elsewhere in the country, appear infrequently, and proceed to criticize staff without meaningful understanding of daily operations.
Top Doctors is fully aware that salaries are below market rate, as demonstrated by the absence of salary transparency in job postings. Employees who question pay—such as compensation for working in additional languages, which is standard practice across the city—are met with excuses, exclusion, and pressure to leave. Rather than addressing inadequate salaries in line with inflation and cost of living, pay was reduced from 21k to 18.5k. Older staff members were subsequently pushed out to hire new employees under the lower salary, a strategy openly stated by management.
Staff turnover is alarming. Team leaders are either dismissed or pushed to burnout at an extraordinary rate. Five team leaders in two years and more than 30 team members cycling through what is now a team of five or six people is not normal by any professional standard. Creating environments that result in mental health emergencies should never be normalized.
While people understandably need employment, this is not a company to build a career with. The office infrastructure makes this immediately clear: broken chairs, outdated screens, poor cleanliness, dusty air vents, lack of laptops, and low-quality equipment.
Employees are expected to leave their dignity, ambition, and sense of self at the door. Emotional well-being is not supported in any qualified or ethical way, and professional standards around psychological care are not respected.
Diversity, individuality, and genuine development—professional or personal—are not encouraged and are often actively discouraged.
As an organization, this is unacceptable and deeply disappointing. Those who enable and uphold these practices, particularly within a nepotistic hierarchy involving m a r, undermine not only their teams but their own professional integrity
