Peloton Interactive reviews

My experience at Peloton’s London studio was deeply distressing. When the company expanded rapidly during the pandemic, many people with little to no industry experience were promoted quickly into all, plus leadership positions. This led to cliques, inflated job titles, and an environment where appearance and loyalty to certain groups mattered more than ability, skill, or professionalism. There was a culture of protecting those in the inner circle, even when they behaved poorly. Decisions were often made based on friendships rather than merit. Some of the behaviour I witnessed and experienced included bullying, exclusion, and pressure to sign off on work that didn’t feel ethical or compliant. Speaking up was strongly discouraged; those who did were quietly isolated or pushed out. This environment had a severe impact on my mental health. I reached a very dark place and genuinely considered ending my life. The only thing that stopped me was imagining what that would do to my parents. I’m still recovering. I know I wasn’t the only one affected — many people in the London office know what happened, and similar stories circulated among staff. I don’t write this out of bitterness. I have no wish to see anyone suffer. I simply believe that workplaces shape people’s lives, and accountability matters. Environments built on fear and favouritism eventually collapse under their own weight. I hope that in time, those involved reflect on the impact of their actions — because what you put into the world does come back to you. For potential future employers: Be mindful when reviewing CVs from staff who were still at PSL in 2025, (the London studio), particularly for roles where experience and judgement matter. Many titles there were inflated relative to skill level, and some individuals thrived in a culture where politics mattered more than teamwork or integrity. Not everyone, of course — there were good people too (not many as the money twisted the sense of self respect) — I’d encourage employers to look beyond the job title and dig into real responsibilities, decision-making experience, and evidence of collaborative behaviour. Check claimed production credits and employer listings carefully: a surprising number of CVs inflate or omit concrete role descriptions, and some list big-name companies without clear job titles or verifiable duties. A thorough reference and credit check will quickly reveal who has genuine experience and who benefited from internal reputation rather than demonstrable work. If you’re someone working there now and struggling: please know you’re not weak, and you’re not alone.

No development, low yearly salaries for ground level staff (considering cost of living crisis) and also, instructors make hundreds and thousands of pounds a year and they justify not giving their frontline staff a pay rise if they don't complete internal company goals? As in, £150 a year could be potentially excluded if you don't complete your goals, not a month but over a year. They're willing to resist giving frontline staff a £20 pay rise a month because of some internal development system that never actually leads to any development. Bizarre. They're lavish with money when instructors are concerned, but very tight on budget to offer their front of house staff.