Toxic Yes-Man Culture Behind an "Open Communication" Facade
Pros
Remote work flexibility on paper, and the team is small enough that you can develop skills across multiple areas quickly.
Cons
Leadership here has built a company culture that is at odds with what it publicly preaches. The CEO regularly champions open communication, psychological safety, and even explicitly encourages employees to "push back" and speak their minds. BUT Employees who offer substantive, direct feedback that challenges leadership decisions quickly find themselves marginalized. What actually gets rewarded is agreement, flattery, and optics, not independent thinking. The hiring patterns reflect this: For a company of roughly 20 people, the attrition rate over the past year alone speaks for itself. The remote work culture, despite being framed as flexible, carries an implicit expectation of near-constant availability. Being "proactive", the company's flagship performance metric, is largely evaluated by your willingness to be online and responsive at all hours. The billing and hours system deserves its own mention. Employees are expected to hit a specific hours target per quarter billed to clients. Log fewer hours than expected (even when your workload is legitimately forecasted lower) and you'll hear about it. Log more hours than they anticipated? You'll also hear about it. There is no winning, and little transparency about how these targets are set or communicated in advance. The CEO's communication style is, to put it plainly, inconsistent and at times contradictory, which filters down into an organization where no one feels safe saying so out loud.
