Absentee Leadership, Good Ol' Boy Network, and Overconfidence
Pros
The original product was relatively successful and had made its way into thousands of restaurants over the past 15 years. While there were numerous HR incidents with the previous management (over 5 years ago), the new mgmt team since installed by Capstreet (priv eq owner) and subsequent (and current) owner, Corsair have minimized some of the ridiculousness of the spying, berating and mental abuse that the previous CEO and owner (Jeff Doyle) terrorized his staff with. Beyond that, there are some good people still leftover at the company, but the original soul of the company has long since departed.....
Cons
In its days since CapStreet purchased the company and its subsequent sale to Corsair, the management has been one of cluelessness and an over-reliance on a C-suite of executives that have berated their employees, made poor decisions with little information and championed the perception of getting things done as opposed to rewarding actual progress and results. Perry Turbes is an absentee CEO. He has very little interaction with anyone but his direct staff. He has had to overly rely on Olivier Thierry, his Chief Rev Officer to fix the issues at hand. But he and Olivier have sold a bill of goods to Corsair, and there is likely to be some serious course corrections in the coming months ahead as there is almost a certainty that they won't be able to make the financial and sales goals that were set for them during the latest sale of the company. His new Chief Sales Officer is more interested in promoting his friends than in keeping people that actually know how to get things done. The culture here has been shameful. There are a multitude of key people in key positions that are only looking to self-promote themselves as opposed to actually getting things accomplished. There is no punishment or retribution for bad behavior, and the recent layoffs and subsequent announcement of team members having to re-interview for their job has only further deteriorated morale and contributed to the negative feelings across the company. HR is also clueless in that they have also relied on these bad actors for an assessment of morale and culture. Their decision to transition to the cloud has been a disaster. The engineering teams were ill-qualified to make this transition, and little-to-no oversight was installed to do this in a manner that any technology company should have done.
