Pros
A handful of employees who genuinely care and try to hold things together
Remote flexibility
Mission sounds good on paper
Cons
Management is completely disconnected from the reality of the business. The executive leadership team operates without a clear strategy, and decisions often feel reactive, rushed, or based on internal politics rather than what the company actually needs.
There is no long‑term vision. Priorities change constantly, teams are left scrambling, and no one at the top seems to understand the operational or financial state of the company.
Individuals are placed in positions of influence without the experience or business understanding needed to guide major decisions. This creates confusion, poor direction, and a culture where the wrong voices have the loudest say.
Communication from leadership is vague, inconsistent, and often contradicts itself. Employees are expected to “figure it out” with little support or clarity.
Morale is extremely low. People are burned out, frustrated, and tired of watching leadership make choices that hurt the business and the employees who are trying to keep it afloat.
HR is not a safe or supportive function here. Under the CHRO, the department feels more focused on protecting leadership than supporting employees. Concerns are dismissed, issues go unaddressed, and employees quickly learn that HR is not a place to seek help or transparency.
The company talks about values, accessibility, and integrity, but the internal culture does not reflect any of those things.
