• Leadership lacks structure, direction, and transparency. Decisions change weekly with no communication or reasoning.
• The CEO frequently preaches transparency but rarely practices it. One month, about 15 employees simply vanished — usernames deactivated with no explanation.
• The company is in hypergrowth, nearly doubling its MRR, but leadership hasn’t scaled systems or staff to support it. For every new client that comes in, another leaves — a revolving door on both sides.
• The COO, recently promoted, often deletes tasks if they’ve been open “too long,” even when they’re tied to active deliverables, and then brags about “cleaning house.” Employees are left to rebuild missing work and explain it to clients.
• Toxic positivity masks dysfunction. When employees raise valid concerns — unclear direction, shifting priorities, lack of communication — leadership reframes it as an “opportunity to be flexible.” The COO regularly says “employees thrive in chaos,” which has essentially become the cultural motto.
• She’s been a constant through years of turnover. Even 2017 Glassdoor reviews describe the same issues: no communication, constant change, and leadership chaos. Nothing has improved.
• Documentation exists, but it’s unreliable. Anyone can edit SOPs in Notion, creating multiple conflicting “official” versions.
• Workloads are unrealistic, priorities shift daily, and burnout is universal. Everyone’s struggling — not from favoritism, but from dysfunction.
• Account managers are promised commissions, but payouts are frequently short and take forever to get corrected. There’s no itemized breakdown on paychecks, so you can see when your pay is wrong, but it’s a battle to fix it.
• “Unlimited PTO” sounds great, but using it means coming back buried in work.
