Unusual probation and poor benefits: The company has a three-month probation period, which is rare for U.S. companies. During this period, there are no benefits at all — no PTO, no sick leave, and no 401(k). Even after probation, the sick-leave policy is minimal (1.5 hours for every 30 hours worked, capped at 10 days per year). If you’re sick longer than that, you won’t be paid.
Rigid work hours: Employees must be in the office 9 AM – 6 PM, five days a week. Leaving earlier, even by 30 minutes, often leads to questions about whether you arrived early enough. There’s no flexibility or trust in managing your own schedule.
Micromanagement culture: Managers closely monitor attendance, Slack activity, and daily progress. Every task and report is tracked, leaving little autonomy or ownership.
Daily stand-ups without purpose: Even though everyone works on-site, there is a mandatory daily stand-up to review tasks in detail. It doesn’t improve collaboration — it only adds more pressure.
Poor onboarding and collaboration: New hires are expected to start producing results from day one. There are no introductions to key teams like Product or Monetization, even for roles that depend on them. Onboarding only covers tools and systems so you can start executing immediately, but you never get a full picture of the company or its strategy.
Lack of career support: There are no regular 1:1s or performance discussions. When asking for feedback, leadership often says they’re too busy. Employee growth and development simply aren’t a priority.
Restricted communication: Slack usage is heavily controlled — employees are discouraged from direct messages and told to keep all conversations public. This creates a sense of being monitored rather than supported.
