- Async = desync + dysfunctional most of the time
- 'Flexible PTO' - you can hear sentences referencing studies done that prove 'people take less PTO if PTO = infinite' from leadership; loop holes behind taking PTO rendering almost impossible to go on PTO unless you really need it and want to put your colleagues at risk of being even more overworked
- Leadership is mostly comprised of people without the proper experience in leading teams of such a size + most of them aren't a good fit for the vertical they're leading (some came from completely irrelevant backgrounds with no subject matter expertise)
- Leadership is imposing a passive culture onto the company (assertiveness isn't welcomed and leads to people that work hard suffer the most due to no action being taken for others that completely abuse the flexibility they're offered)
- I completely agree that some people from the leadership teams should PR check their statements before making them public (a lot of 'jokingly said' stuff that could basically be considered mobbing if the 'joke' part would be taken out + no one's laughing, they're intimidated so good job, I guess)
- Awful prioritization of things in general - leadership is pushing for completely irrelevant things that no one asked for. Neither users nor employees internally; 'transparency' non existent - as it was said, it's more of a 'we tell you the bad news 2 hours before they're commenced to happen'
- SO many operational problems and dysfunctionalities between the teams, that are painfully obvious even to more junior hires at the company
- Extreme disbalance between some salaries, even for people in the same team
- Candid feedback isn't welcome, full stop - may have been better a year ago, not today. Mostly the reason behind 'anonymous' feedbacks being prioritized as of late (the People team seems to have realized how people actually feel about transparency and feedback)
- Completely subjective promotion structure; no meritocracy and straight up bad choices being made in this context (and often)
