- The organization does not offer Cost of Living increases, but instead uses a self-promotion model that only serves to funnel good talent out of the business when they become aware that upward mobility is non-existent. I am told that the self-promotion model was removed earlier this year in January and a replacement was promised by April, but has yet to be rolled out as of October.
- The CEO told all employees that they should interview elsewhere to prove what they're worth to the company. After doing so and getting a lot of offers very quickly, I was immediately terminated by the company whilst on PTO. I am told by others that leadership tried to convince employees that I had quit instead of being terminated.
- My health insurance was canceled within the hour of firing me, and the HR portion of the org tried to convince me that I had quit instead of being terminated. Presumably because I was employed on a visa and they wanted to avoid some sort of payment or regulation that they may have been obligated to. I am still yet to have my belongings returned from the office I was locked out of.
- The organization revolves entirely around the sales department, and sales has zero incentives to responsibly sell a project. Sales also has zero KPIs related to the successful delivery of projects, so plenty of projects would end up in a precarious state or result in serious issues.
- The organization would routinely deny promotions and pay raises for many, but host yearly getaways for the sales department to destinations such as the Bahamas.
- Turnover is insane, offer letters should come with expiration dates. Good talent with options typically leave once they realize interview promises are seldom kept, folks without options are indentured to servitude.
- Lavish yearly Las Vegas events are planned by a professional event planning organization, for a select group. These gatherings featured expensive celebrity guests such as Mike Tyson, OJ Simpson and Dennis Rodman.
- Pay ranges vary wildly. I was making considerably more as a brand new hire than many others who had been with the organization quite a while and were performing the same duties. In one such case I was making more than double what one peer was being paid whilst performing very similar work.
- New programs and offerings are rolled out without any semblance of viability or longevity, often needing multiple relaunches for reasons as simple as not validating if the offering was profitable or able to be delivered at all. These decisions are made within within a leadership vacuum, intended to be fulfilled by engineering who often finds out about them only once sold.
- The CEO employs family and friends in positions that likely should be occupied by candidates with the most merit and skillset match. This has led to an almost incestuous circle of in-crowd clique behavior where those closest to the CEO can do no wrong and the talent hired to float the business absorb the sins of leadership.
- The relentless push and enthusiasm for hustle and grind culture casts a long shadow, only rivaled by the blind and cult-like worship of the CEO. Despite his attempts at profound discourse, the CEO's speeches are empty, almost DJ Khaled-esque, platitudes that are more performative than substance.
