Play Versus Reviews

- Leaders possess outsized male egos that seek constant validation of success to avoid feeling threatened. Weekly hand-ons meetings are a circus act of CEO going around with other male leaders to figure out who the GOAT is (greatest of all time ... hint, it's always the CEO). Women are routinely put down by the CEO for stunt (jabs at type of headphones a colleague is wearing or claiming someone is 'falling asleep' during a slideshow, etc). Most successful at the company are those who constantly hype up the CEO whenever he 'flexes' (e.g. posting pictures of his new basketball court, etc.) As result, humility, being honest about mistakes, bottom-up innovation, etc. do not exist/are not part of the culture here. Company-wide meetings usually end with an Open Q+A but those who raise legitimate questions and concerns about how the company can be doing better are ridiculed and lambasted. - The product the company is building is not complex or technically challenging but the reason for numerous quality issues and constant complaints by customers is largely poor vision, constantly changing priorities, lack of innovation, and other inefficiencies at the top. Since leaders largely hold themselves blameless, these problems are made out to be the result of 'not having the right team members' in place, etc. People who do have the experience and passion for making this company a success are largely ignored (and eventually quit) - Lack of transparency ... no idea what options are worth here since company withholds certain key financials from employees. Employees are routinely let go, shuffled around, and quit while company tries to put a 'positive spin' on it. HR reaches out to current employees to solicit *honest* glassdoor reviews

Much that once was is lost, for none now live (remain*) who remember it. - PlayVS had the worst turnover problem I have ever seen and it was a constant carousel of strong employees leaving. Usually employees left without a new job lined up - what were they leaving for? Nothing - just the chance to get out - The CEO views any disagreement with him as betrayal and doesn't listen to employees. A carefree attitude towards employee feedback paired with a fake desire for feedback meant people just stopped trying to provide constructive criticism. - The company has a complete disregard for good relationships with partners; goes way beyond "ask forgiveness instead of permission". Consistently made decisions that would foster mistrust and ill will with critical publishers, schools, and conferences. This won't be sustainable (it already isn't - key partnerships have been abandoned) - There was never any focus - the goals of the company changed constantly and were set behind closed doors with minimal input from anyone close to the functions responsible for them - The CEO cares more about his clout / fame / personal network (and often brags about it), doing so in a super insensitive way.