Apparently, Infobip is one of the worst companies when it comes to engineering management/leadership, people operations, company culture, and transparency.
Middle-level engineering management is represented by geeky engineers. Even for remote offices, they are Croatian. It is common that they can hardly communicate in a positive, constructive, transparent, and motivating manner to their subordinates. Yet they have broad powers and very limited supervision from higher engineering management.
Anonymous feedback sessions to evaluate middle-level management work are extremely rare. There has been just a single review in two years. The outcome was just a several days seminar on emotional intelligence for the management. Expectedly there was zero progress in their communicational and behavioral patterns.
The culture of middle-level engineering management of Infobip has been gossip-based. Belittling and demotivation are extremely common as well. The management has been involved even in pitting team members against each other. Overall engineers were treated just as resources. The management did not consider it necessary to keep their promised commitments either. There was no transparency or any well-defined process on work expectations, KPIs, promotions, etc.
Infobip has been compelling engineers to be on unpaid duty outside working hours and on weekends. The trick is that the company does not put in the contract. So it is not being governed by local labor law. The employee effectively gets nothing except stress, even in the case of troubleshooting outside working hours. No money, no days off. Those who complain or refuse are being later punished by the management at performance or salary review sessions.
Office conditions were extremely unpleasant. There was just a single window leaf to be opened in 4 rooms. The ventilation system was malfunctioning. Furthermore, one of the working rooms had an uninsulated kitchen. It was a vicious source of smell from food and noise from a coffee machine, microwave oven, and small talks. Needless to say how stuffy it was in the office. The local branch of the company was doing effectively nothing to improve the situation. On the contrary, they were hiring more and more people to fill every square meter of the office.
Regarding people operations (HR) in a local office branch. Due to turnover, there was a complete replacement of all HR positions. As a result instead of facing engineers' needs, HR staff has become totally focused on hiring new people. From that moment engineers needs and complains have been ignored, suppressed and hushed up from higher management.
