Not the same company I joined - Anonymous employee RVU Employee Review

3.0
Oct 10, 2022
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

- People are great! Smart, driven and they made working here so fun. Friends and colleagues you can count on!

Cons

- Company culture has evolved in the past year following the energy crisis with slow movement, and inconsistent structures and decision making. - No clear strategy across the brands; too many ideas without a singular focus - Initiatives move slowly. - Too much 'top down' deciding what our focus needs to be; listen more to the sentiment of the people on the ground.

Explore other reviews about RVU

5.0
Jun 10, 2026
Recommend
CEO approval
Business Outlook

Pros

Good team to work with, with strong leadership.

Cons

could be more flexible with the creative.

2.0
Jan 19, 2026
Recommend
CEO approval
Business Outlook

Pros

They're are a lot of great hard working people, who are friendly and easy to get a long with. Cardiff office does have a good atmosphere and is quite welcoming for. most people. London office is similar but doesn't quite match Cardiff's ideals of work/life balance. Lots of great benefits, especially for mental, physical wellbeing.

Cons

During my time at RVU, there were several instances of bullying among staff, particularly within the Cardiff marketing and data department. This contributed to a negative office environment, which was especially difficult for more introverted employees who may have struggled to speak up. Upper management often came across as cold, aggressive, and uncoordinated, with little sense of a clear or consistent direction for the company. Rather than investing time in creating work that was genuinely functional or forward-thinking, there was a strong emphasis on speed. Staff were frequently pressured to deliver high-quality work within unrealistic timeframes, often while workloads were poorly distributed and corners were being cut. This approach created a consistently stressful working environment. I observed a pattern in which employees were placed on Performance Improvement Plans (PIPs), roles were not replaced when staff left, and responsibilities were redistributed among existing team members, effectively increasing workloads whilst expecting polished work.

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