Pros
If you're someone comfortable selling your soul to work in an environment with no guaranteed pay progression, limited development opportunities, and an absence of autonomy or job security, this could be the place for you.
Cons
edyn was once known for its vibrant, values-led culture. Unfortunately, that culture has been systematically dismantled. While this decline began under the former interim-CEO (now CFO), it has accelerated dramatically under the current CEO, Alastair Thomann. His leadership has created a hostile, fear-driven environment where trust and collaboration are nowhere to be found. However, not everything is at the hands of one individual. He has carefully chosen a leadership team which enables this toxicity: - A Chief Transformation Officer whose strategic vision is incoherent at best. He’s ridiculed by everyone at edyn, yet keeps his job through sheer cronyism. - A Chief People Officer who operates manipulatively and lacks genuine care for employees…or people. - A Chief Financial Officer unwilling to back his team or speak up, instead consistently shifting blame downward (and upwards and sideways, for that matter). Here are a few examples of what working at edyn is like today: - No company-wide communication from the CEO since his appointment. We’ve been told this is down to him being introverted. - Transparency is non-existent; critical information is withheld, fostering confusion and mistrust. There is no communicated business strategy or vision – just relentless cost-cutting. - Most of the previous Management Committee have departed, with no replacements. Any care for company culture or progression, at a leadership level, left with them. - Mental health concerns are dismissed as weakness or non-commitment. Even still, there would be nobody to raise these to now, as the entire HR team have left. - Company-wide travel and expenses have been slashed and cost savings celebrated as wins. I wouldn’t exactly call forcing 80+ employees to leave within 6 months to be considered a success. - Of course, revenue has seen absolutely no improvement during this period. - Bonuses and inflationary pay increases were scrapped without any explanation. It later transpired because we were being overpaid; the market begs to differ. - The Bristol Office Manager was let go, and her duties handed out to untrained staff via a rota system. Unsurprisingly it hasn’t worked and is already becoming a state. - Employee benefits were quietly removed and instead replaced by gaslighting gestures like pizza parties. - A rigid new ‘Agile’ policy was introduced, requiring four days a week in-office. The CEO’s EA spends the majority of her time tracking people’s attendance and sending disciplinary emails (often using incorrect data). - The majority of legitimate flexible working requests are rejected by the CPO, whilst she continues to bring her own child into the office and work to any pattern that pleases her. - The policy has been altered multiple times without notice, with leadership falsely claiming "it was always like that." Seemingly, they haven’t realised SharePoint has an audit trail. - Despite contracts not specifying hours, a strict, and very outdated, 9–5:30 regime is enforced. Once again, leadership continue to work flexibly and as they wish. - Employee surveys and feedback mechanisms have been removed entirely. Raising concerns or asking questions is treated as disloyalty and therefore poor performance. Recent Glassdoor reviews highlight these issues, yet management continues to dismiss them as the views of "troublemakers." In reality, most people who left did so reluctantly, and this platform remains one of the only ways to share experiences. Don’t be as naïve as this and be sure to take these reviews seriously if you ever consider joining edyn.