AirApps reviews

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.

From the outside, this company looks great. The branding is polished, the tech sounds exciting, and they know exactly how to sell the vision. But the reality couldn’t be further from the truth. The company is structured so that accountability is nearly impossible. Key positions — HR, marketing, management — are held by family members of the CEO, Filipe Ferreira. When problems arise, there’s nowhere independent to turn. Decisions flow from the top with no room for pushback, and if you find yourself on the wrong side of leadership, you’ll quickly discover how isolated you can become. During my time there, I witnessed and experienced things I never expected in a professional environment: pressure campaigns, intimidation on calls, employees deliberately isolated from teams, sudden removal from communication channels and tools. These aren’t one-off incidents — they’re patterns. When people push back, things escalate. I’ve spoken to former colleagues who left with genuine mental health struggles tied directly to how they were treated. I’m not a lawyer and don’t know the specifics of Portuguese labor law, but I have serious doubts that much of what I witnessed would hold up to legal scrutiny anywhere. The intimidation, the isolation tactics, the pressure — this would likely qualify as workplace harassment in most jurisdictions. But when the entire structure protects leadership rather than employees, pursuing anything becomes impossible. Most people simply leave, exhausted or get fired suddenly… I saw over 50% turnover within a year. Every former colleague I’ve stayed in touch with is relieved to be gone. If you’re considering joining: please I urge do your due diligence. Talk to people who’ve left, not just the polished version you’ll hear in interviews. There are far better places to build your career — places where you won’t have to wonder whether standing up for yourself will cost you everything.