Secfix reviews

Leadership maintains an extremely tight grip on daily operations. Even experienced hires are expected to ask for approval on trivial matters, which slows things down and causes frustration. On top of this, leadership often delegates simple, manual, or administrative tasks to experienced colleagues, which can limit their focus on higher-value responsibilities. The work culture prioritizes visibility and reactivity over actual output. Communication is fragmented across too many channels and often reactive, with shifting priorities and unclear ownership. Feedback flows top-down and often comes before work is even completed. Repeated attempts to offer suggestions on the feedback loop were met with silence or deflection. While the company expects initiative, ownership, and above-and-beyond engagement, this is not matched by financial recognition. Despite positive performance feedback, concrete compensation adjustments were delayed, and any potential raises were tied to unclear future conditions creating a more formal, corporate-like atmosphere rather than a flexible startup environment. There is a mismatch between what the role demands and the level of trust, support, and reward provided. Over time, this becomes demotivating and unsustainable. There is a culture where employees are expected to ask for permission before taking even minor actions, which creates delays and reduces efficiency. I made several efforts to share constructive feedback on the above and recommend changes to improve workflows and communication. Unfortunately, these suggestions were consistently ignored or deflected, which contributed to my leave.