Pros
The colleagues that go through the trenches with you.
Cons
When I say stay away from this company, I mean it. The negative reviews on this platform are not exaggerations. They reflect a reality that many current and former employees have experienced. The few positive reviews that exist were written during a very different time under the right leadership, or by individuals who were encouraged to post them. The core issue at this company lies squarely with the Group CEO and his wife. Their behaviour and level of involvement define the culture — and not in a positive way. What once felt like a dream role quickly turned into a nightmare after the departure of the previous leader who genuinely cared about people and professionalism. Once he left, the Group CEO made it very clear who was in charge through regular screaming, tantrums, and public humiliation of staff. Insults are made openly on the floor. Staff members’ characters are routinely attacked, including discriminatory and degrading remarks, blatant name-calling, and inappropriate personal insinuations that cross professional boundaries. This behaviour is not isolated or rare — it is an everyday occurrence. Ironically, while the Group CEO frequently speaks out against “watercooler gossip” and claims it needs to stop, he is often the source of it. He regularly initiates or fuels conversations that speculate about employees’ personal lives and intentions, further damaging trust and contributing to the slandering of staff. HR, Heads of Department, and Team Leads are effectively powerless. Anyone who attempts to protect staff or challenge this behaviour becomes a target themselves. The Group CEO operates with a clear belief that he is above the law, and the fear this creates filters through the entire organisation. Favoritism is deeply ingrained. Staff are regularly told they are replaceable or unnecessary, with the message that only a small inner circle is needed to keep the company running. Morale is extremely low, and turnover is high. If you resign, the treatment often worsens significantly. Salaries are also not paid consistently on the same day each month, creating unnecessary stress and financial uncertainty for employees. There is little to no communication when payments are delayed or inconsistent. No proactive updates are provided, and staff are left to speculate or chase for answers. For any professional organisation, predictable and clearly communicated payroll should be a basic standard — here, it is not. From a technical perspective, there are ongoing complaints from the team about the stack being built on extremely outdated and “ancient” libraries. The way the platform is structured makes it difficult to maintain or modernise. Software fixes frequently result in breakage elsewhere — not due to lack of competence, but because both the SDLC team and developers are consistently set up for failure. Technical decisions are routinely overridden at executive level, with the Group CEO making calls that disregard established engineering best practices and delivery discipline. The Group CEO’s wife frequently positions herself as a team player, yet regularly uses her position as the CEO’s spouse to override processes and assert authority. This dynamic further erodes trust and psychological safety. There is no respect for work–life balance. Long hours are expected, personal and family commitments are dismissed, and anyone who values balance is labelled as lazy or unserious. This organisation will only have a chance at recovery if there is meaningful intervention at executive or board level and a fundamental change in leadership behaviour. Until then, for the sake of your mental health, dignity, financial stability, and long-term well-being, I cannot recommend working here.
