Poor Management- Overemphasis on Culture without Cultivating Authenticity - Director University Pension Plan Employee Review

- Human Resources Hiring Practices: There have been issues with our HR hiring practices, including delayed responses, lack of communication (MIA), subpar reference checks, and unprofessionalism. - Organizational Culture: "No Jerk" policy no longer holds. There are individuals who exhibit strong egos and competence issues. - Excessive Spending: There has been significant expenditure on non-core services, such as hiring an excessive number of project managers and interns, marketing and hosting numerous intern socials and EDIR speakers. Considering that the company is only two years old, this level of spending is not justifiable. It is better to redirect funds toward hiring competent employees and internal growth to ensure a sustainable financial path. -Lack of Transparency in Career Growth: There is a perceived lack of transparency in career growth and promotion processes. There are concerns that these processes may be influenced by nepotism and bias. - Asset Management Concerns: Net Asset Value (NAV) has not shown significant growth since the company took over university assets. -Decision-Making Inconsistency: Senior management has a reputation for inconsistent decision-making. This flip-flopping has led to confusion/inefficiency and hinder progress.