Prós
Benefits are really good. Less the health insurance that’s basic with a low reimbursement allowance.
Contras
The CSAM and AM teams face extremely high psychological pressure. This has always been the case. There is a culture of superficial praise, while in practice, growth and promotion opportunities are limited to a small, select group of people, many of whom already knew each other from previous professional experiences. Processes are poorly structured, inconsistent, and often change from one day to the next, without clear communication or proper alignment. Recently, a so-called coach plan was introduced, requiring employees to meet specific performance metrics. In some cases, this applies to individuals whose numbers are genuinely below expectations, which is understandable. However, others have been placed on these plans simply for providing feedback that was requested by management. Although internal surveys such as Glint are described as anonymous, in reality, they are not. When employees respond with transparency — not in an aggressive or disrespectful way, but honestly about areas that need improvement — they quickly become targeted. Changes in leadership behavior immediately following survey responses make it clear that anonymity does not truly exist. The environment is characterized by constant pressure, excessive micromanagement, and leadership that is not open to genuine dialogue. Managers are part of the same inner circle, which severely limits fairness, impartiality, and true meritocracy. This was, without question, the most toxic workplace I have ever experienced — a place where problems are hidden behind positive messaging, while employees are emotionally worn down.
