- Nepotism - people who get promoted at Takeoff almost always have a direct connection to someone high up, often without appropriate demonstrated experience. Alternatively, positions are filled externally by hiring within leadership's network.
- Minimal or no career coaching or opportunities for promotion, raises, and advancement. Promising things to candidates in interviews that they later may not honor.
- Teams/individuals are rarely directly involved in decisions that affect them, including team changes/hiring or process changes.
- Culture of working excessively at a frenzied pace on the front lines, traveling excessively (even during the coronavirus crisis), and/or dealing with problems outside their skillset alone with no meaningful support. All for relatively low or average salaries.
- Only management seems to receive real respect and autonomy for their work. Be prepared to be micromanaged in your role by people who have no idea what you do or how your skillset works.
- Seemingly no accountability or oversight for bullies, snark, or nasty behavior. People often speak to each other in ways that show lack of respect and professionalism.
- Virtually no diversity. Takeoff takes advantage of being international to inflate their diversity numbers.
- Leadership seems insecure - motivated by quick "wins" instead of doing the hard work to solve bigger, more systematic issues, like the outdated/unstable tech stack.
