Papier Reviews

Papier started out as an exciting and inspiring place to work. Everyone genuinely cared about one another, and the company values were truly lived day to day. It was a fun, vibrant environment where hard work was recognised and rewarded — progression felt attainable and motivating. Unfortunately, this has changed dramatically over the years. Monthly meetings have become stale, cuts and redundancies frequent, and the original Papier spark has faded. Many people now find themselves doing the work of multiple roles, with shifting priorities and little stability. Strategy changes daily, roadmaps are ignored, and new ideas are thrown in without time or structure to deliver them well. The focus has shifted from product quality and customer experience to profit at any cost — even if that means abandoning what the company once stood for. Integrity has taken a hit, and it shows. Experienced and well-trained senior staff continue to leave, while less experienced employees are promoted into their roles — often on much lower salaries, with little to no training or support. The company no longer seems to value retention, especially when saving money takes priority. Roles are rarely backfilled, and employees are constantly tested on how much they can take on before breaking. Burnout is common and, sadly, expected. Leadership style in certain departments has also contributed to the decline. There’s a culture of micromanagement and control, with some leaders needing to be involved in every decision regardless of understanding or trust. Compassion and emotional intelligence are lacking, with little awareness of mental health, neurodiversity, or individual differences. Those who don’t fit in or challenge the status quo risk being isolated or quietly pushed out, creating a fearful and divisive environment. Raising issues rarely leads to change, and many people have left after voicing the same concerns, only to see nothing improve.

Projects and overall direction come from leadership, often with little input from those doing the work. It is all centred around the CEO and his small circle, this leads to unrealistic timelines and serious overworking of junior and mid-level staff. Repeated concerns were raised about a senior leader’s behaviour (interrupting in meetings, shouting), but no action appeared to be taken. Flexibility is promoted but depends entirely on your manager. Working from home is technically allowed, but you can be made to feel like you’re not committed if you do. The “weekly wellness hour” is promoted as being for everyone, but in practice, it’s subject to manager approval. Whether you’re actually allowed to take it can depend entirely on your manager’s attitude, and some teams have it strictly policed. The company highlights diversity as a value, but during my time there, the team lacked real representation — only a small number of disabled, POC, and LGBTQIA+ employees. Information about pay increases was inconsistent — different employees were told different caps on increases. There were three rounds of redundancies in about 18 months, which had a big impact on morale and overall stability in the office. A lot of employees left of their own accord. When people left, their work was redistributed rather than backfilled, leaving remaining employees stretched severely thin.