Amyx leadership describes itself as a family-like company to its employees, but my experience told a different story. The company encourages flexibility, but in practice, it often means being reassigned across functions unexpectedly, with no true clarity or long-term plan.
When layoffs were announced, several highly competent and impactful team members were let go. People who consistently delivered strong work. Meanwhile, those who appeared to have closer ties or longer-standing relationships with leadership remained. From the outside, this could give the impression that decisions were influenced more by internal familiarity than purely performance or skill.
The layoff process itself felt impersonal. Employees were given two weeks’ notice with no prior warning, despite the company’s ongoing messaging around mutual support and “looking out” for one another. In those two weeks, we were still required to attend unproductive meetings with no real agenda just awkward silence and occasional off topic small talk. In one instance, a team call ended with a supervisor suggesting to “play a game,” after asking if anyone had any questions after being told were being laid off, which felt incredibly out of touch considering the gravity of what employees were going through.
While it’s understood that layoffs are often a business decision, the internal handling lacked empathy and awareness. Mentioning of helping laid-off employees find new roles within Amyx or "staying in touch" have gone unfulfilled. I haven’t received any communication or updates on opening roles since being let go.
This is simply an honest reflection for future candidates to consider. Companies always like to mention how everyone is like "family" there. This is simply no true. The proof is in how they treat people during tough transitions.
