Oritain Reviews

The work culture was noticeably bad, even when I was a new hire. Witnessed many instances of people crying at work, and a certain portion of the managers were unable to appropriate manage their emotions. Very poor leadership (from CEO down) meant that the managers who were doing a good job were unfairly burdened with the work of those who weren’t. There was obvious cronyism, mostly in senior management and the board of trustees. In some cases this led to competency not seen in other parts of the company, but rarely. Remuneration was poor, and often there were large gaps in the range of staff working in the same job, despite comparable skill and competency. Managers would reprimand staff for discussing salary, and would incorrectly tell staff they were not allowed to discuss salaries (we had no confidentiality clause in our contracts). Due to the frequent restructures (formal and informal), people were being convinced to take positions without proper remuneration for increased workload, including managing staff, which lead to burnout and poor interpersonal relationships. I was genuinely concerned for the well-being of a number of staff, which the culture and workload were a contributor too - do a degree I’ve not seen in another workplace. The most dysfunctional office I’ve worked in, and I wouldn’t recommend working here to anyone.

• Noticeable discrepancies in culture and work ethic between the two offices (UK v NZ). • Lack of uniformity in the company's output, pay, rewards, and general employment elements is concerning. • HR and support are largely non-existent, with insufficient onboarding and limited personal or professional development opportunities (not just more work due to turnover) for most employees. • Recruitment efforts and focus fall short, hindering the capability to meet and sustain the expected sales targets backed by unsustainable growth practices. • Quarterly reviews and company-wide updates are not effectively implemented or communicated, leading to continued issues that are not adequately addressed. • Restructures and constant strategic direction changes complicate job requirements, contributing to a lack of clarity and cohesion. • Continuous nepotism in promotions + hires and inflated management fosters a toxic ethos where questioning decisions is discouraged - particularly of the CEO, COO, and recent "Chief of Staff" who think and act like they are all beyond reproach.