Avoid this team, unless you want to work for someone else's salary increase - Senior Individual Contributor Chewy Employee Review

Senior management demonstrates consistent weaknesses in leadership and communication. Decision making is opaque, and there is a noticeable culture where feedback is encouraged in formal settings such as surveys or HR led initiatives but rarely reflected in actual change. There is a clear disconnect between leadership and individual contributors. Input from frontline employees is often dismissed, or misrepresented, or at times even used for discredited to the owner, while questions that challenge existing processes are perceived negatively rather than constructively. This has contributed to extreme low trust, reduced engagement, and severe hesitation on speaking openly. There have been concerning patterns in how talent decisions are made. Perceptions of favoritism exist, and performance based criteria do not always appear to be applied consistently across hiring, development, and termination decisions. Operationally, change initiatives often originate at the senior leadership level without sufficient focus on improving existing tools or involving the employees responsible for using them. New processes are implemented with limited training, testing, or use of relevant expertise within the team, leading to inefficiencies and unnecessary confusion. Overall, the environment reflects a heavily top down structure that limits collaboration and undervalues contributor level insight.