Formlabs reviews

The place would have great potential if leadership wouldn’t be so disorganized and greedy. They like to make you work several positions in one to get the most out of one employee, while not making efforts to hire more people in the team. Good work is not recognized, only by internal contests where the customer service people have to compete against each other. Also, if you are good at your current position, they recognize you by keeping you in that position and not letting you develop or climb higher on the ladder. If you are ready to sell your soul to the company, this place is for you. Working hours are from 9 to 17:30 if you take a full hour lunch break, then until 18:00. I would say work-life balance is not great

Nepotism: The CEO and CPO tend to give important positions to people they have personal relationships with. Even if some of these individuals look qualified on paper, it’s hard to see the real value they bring. Some are long-time friends, even holiday companions, and this favoritism is widely recognized across the company. Constant Uncertainty: The leadership often gives the impression of always scheming behind closed doors, which creates an atmosphere of mistrust. Priorities shift suddenly, communication is limited, and employees are left feeling that the ground could move beneath them at any time. This ongoing uncertainty makes it difficult to focus on long-term goals or feel secure in day-to-day work. Toxic Leadership: The C-Suite surrounds itself with people who rarely challenge decisions. This creates an echo chamber where open discussion and healthy debate are limited. Lack of Accountability: Leadership often doesn’t hold themselves to the same standards of rigour they expect from employees. Teams spend countless hours preparing detailed analyses, only to see decisions made on gut feelings or hunches. Data is frequently overlooked or adjusted to support whatever narrative leadership wants to present. This makes the meticulous work feel wasted and demotivating. Lack of Diversity in Management: Non-engineering management roles lack variety, with most filled by MBAs, usually former consultants or ex-Wayfair employees. This has led to noticeable pay gaps, with some managers earning two to three times the salary and up to ten times the equity of middle management or regular employees. Internal talent is often overlooked in favor of outside hires, which discourages career growth from within.