The work and overall environment at the company used to be much better. While there were occasional moments of stress, they were manageable, and teams and leadership typically handled them well. However, things shifted significantly after rounds of layoffs and budget cuts. Summits were discontinued, and a constant sense of urgency and pressure has remained ever since. Projects have become excessively long, and expectations are often unrealistic—everything is treated as urgent and needs immediate attention. Account Managers frequently push for outcomes that are difficult to achieve, placing heavy pressure on teams.
One persistent issue has been the presence of cliques within teams. At times, it feels like a high school dynamic, where senior staff agree to client requests that may not be feasible, leaving operations to handle the resulting workload. When deadlines aren’t met, instead of constructive discussions, the response is often unproductive finger-pointing.
Favoritism is also a concern. Despite having more tenure, some employees receive only minimal raises, while newer hires may earn more. Additionally, those who consistently perform well are often assigned more work, without proportional recognition or compensation, while others with lighter workloads aren’t held to the same standards.
That said, there are positives—particularly within the smaller tech and operations teams. These teams are filled with genuinely kind, collaborative people, and it’s easy to form strong, lasting connections. It’s especially difficult to watch these groups reach their limits, with many choosing to leave rather than risk burnout.
Ultimately, while the compensation is modest, there are other roles out there with similar pay and far more sustainable workloads. It’s disappointing to see how much the company’s culture has changed, especially considering it once had such a supportive and forward-looking environment. What remains now is a team doing its best to stay afloat amid mounting challenges.
