Pros
- Excellent Central Location: The office is extremely well-situated and centralised, surrounded by a variety of amenities for convenience. - Supportive Colleague Dynamics: The team is comprised of wonderful, fun, and hardworking colleagues who share a strong sense of camaraderie and bond well together. - Strong Administrative Support: The small but dedicated admin team is highly effective and supportive. - High-Quality Curriculum: The company has developed a very strong and robust curriculum. - Unique and well-structured programms which itself is an experience
Cons
* Absolute Concentration of Power: The founder/sole owner also directly oversees all key functions: curriculum development, student liaison, finance, and purported HR. This creates a complete lack of oversight, separation of duties, or avenues for appeal, making all systemic issues traceable to a single point of failure. * Toxic and Unprofessional Management: Leadership has demonstrated a consistent pattern of demeaning and unprofessional behaviour, including documented instances of body-shaming comments toward staff. Previous reports of this serious issue have been removed from public view. * Elitist Decision-Making Culture: Professional curriculum ideas are frequently dismissed based not on pedagogical merit, but on management's personal educational background or references to a family member's school, stifling innovation and collaboration. * Severe Work-Life Imbalance & Exploitative Expectations: Management regularly contacts staff on personal devices late into the night (e.g., past 11:00 PM), eroding the boundary between work and personal life. This practice was so pervasive that it was cited as the direct cause of damage to at least one employee's personal device. When concerns were raised, this intrusion was dismissed as "the industry norm," rather than addressed. * Unmanageable Workload & Poor Retention: The strong curriculum comes at a high human cost. Developers are consistently overstretched, leading to burnout and a very high turnover rate. This chronic instability disrupts continuity and places immense pressure on remaining staff. * No Functional HR Support: Despite claims of an HR function, employees who attempt to raise formal issues are reportedly turned away, leaving no safe or effective channel for conflict resolution or support. This is exacerbated by the fact that the sole owner is also the de facto HR. * Poor Resourcing & Training: High turnover forces the rapid hiring of staff who often lack relevant experience and are provided with inadequate training. This compromises educational quality and team cohesion, an issue not treated with appropriate seriousness. * Micromanagement and Unilateral Decisions: Leadership exhibits controlling tendencies and has made significant operational decisions (e.g., scheduling work on public holidays) without consulting the affected employees, leading to confusion and ethical concerns. * Volatile and Defensive Leadership: Management becomes visibly agitated when presented with contrary viewpoints or when told "no," creating a climate where staff may feel unable to voice legitimate concerns due to job insecurity.