Azati reviews

1. Lack of onnboarding and process structure. There is no structured onboarding process or documentation system. New employees are often left to figure things out on their own. 2. No clear goals or direction. Management fails to set clear goals or expectations. Employees often work under stress with disorganized, last-minute projects, especially for the Russian market. 3. Outdated internal processes. Many internal systems and workflows are outdated and inefficient. Company platforms often crash or lag, making it difficult to find essential information even within reasonable timeframes. Despite these issues, expectations from employees remain unrealistically high. 4. Toxic culture masked as a 'Family'. There’s an artificial sense of community promoted "we’re one big family" but in reality, if you don’t bring cake to the office and post about it in chat, not even your hr will wish you a happy birthday. Many employees are hired due to personal connections. 5. Poor interdepartmental communication. Collaboration between departments is uncoordinated and fragmented. There is a serious lack of transparency and accountability, especially when you need urgent input or cross-functional assistance. 6. Salary and administrative issues. Salaries are below the market average. Payslips are often delayed — don’t expect to receive them on payday. Internal financial processes lack basic efficiency and employee consideration. 7. Discrimination based on office attendance. If you live in Grodno but choose not to work from the office, you’ll practically be invisible to the management. Remote work is poorly supported or outright ignored for local employees. 8. Passive-aggressive leadership. Management often pretends to be helpful, but in reality, criticism happens behind your back or occasionally to your face, but in a condescending or manipulative manner. 9. Restrictive professional development policies. Even if you attend professional training or conferences with 50% coverage from the company or your team budget, you’ll be expected to repay this amount if you resign. And it's not something they write in your offer (they say we compensate for your education). In some cases, 100% must be returned to the team’s shared budget, which discourages genuine development.

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