Management tends to be more reactive than proactive, which can sometimes lead to disorganization. While the company offers a hybrid work model, you are only compensated for time spent in the office if you're waiting for additional work, which can be frustrating. There’s also a noticeable bias against employees who work from home a few days a week, and the model could benefit from some adjustments.
During slower periods, employees may be forced to take vacation or have their hours reduced, even if they are willing to work. Training is insufficient, particularly for those new to the role, and it’s not ideal for individuals without prior experience in this field. The company claims to have a mentorship program, but it’s not well-implemented in practice.
Vacation must be booked months in advance, which can be difficult to manage. Job assignments frequently shift between multiple people with little explanation, leaving staff unsure of who is handling what until issues arise. Handoff meetings are not prioritized unless specifically requested, which creates communication gaps.
While overtime is technically optional, there is an unspoken expectation to work extra hours, and not doing so can make you appear less committed. The company environment tends to favor those without family responsibilities, which can make work-life balance challenging for employees with children or other obligations.
Micromanagement is common, with a high level of scrutiny over what is placed on the scheduler, even though many employees don’t provide much detail themselves. This often leads to feeling singled out, demoralized, and unmotivated.
Additionally, the company has an outdated approach to using modern tools for booking vacation, managing paystubs, timesheets, and scheduling meetings, while most other companies have long since adopted more efficient systems.
