Flexible work structure, but poor leadership and technology issues
Pros
Flexible Hybrid/Remote Structure: The fundamental operational setup still favors high flexibility and geographic diversity, which can give you personal breathing room outside of office hours, even if work hours are stressful.
Cons
The visionary, highly capable leaders who originally built and scaled the organization have migrated to thriving fintech competitors. In their place, the company is hiring a tier of management and department heads sourced from defunct, failed fintech operations. These new leaders lack true strategic pedigree, bringing obsolete habits and a superficial, talk-heavy approach to leadership that alienates the actual technical talent on the ground. The core technology platform has fallen severely behind market standards and fast-moving competitors. Because the current engineering leadership lacks the depth to execute modern architectural overhauls, the tech stack has stalled, making it nearly impossible for development teams to deploy stable, high-quality features efficiently. The organization is paralyzed by severe cross-departmental politics. Rather than collaborating toward unified business goals, individual department heads operate defensively to protect their positions. This creates a toxic blame culture where key initiatives constantly stall, fall apart, or miss deadlines because no department is willing to take collective ownership or risk.