Xometry reviews

Short unpaid lunches, minimal breaks, and couldn't take them unless multiple people were notified. Managers were reviewing everything anyone on the team emailed and listened in on the calls we handled to later use as material to criticize people. Managers showed zero examples of how things are done instead had seasoned employees train everyone new and sat back and did nothing.

Discriminatory and Unfair Treatment: Leadership changes and structural adjustments appear to be driven by subjective criteria rather than objective performance metrics. Similar performance issues among peers are handled inconsistently, with some employees being treated more favorably based on race or gender. Lack of Transparency in Role Changes: Significant changes to roles and responsibilities are made without prior consultation or clear communication, leaving employees feeling blindsided and undervalued. Inadequate Professional Development Support: Instead of offering structured performance improvement plans (PIPs) or professional development opportunities, management opts to reduce roles or change reporting structures without justification or support. Poor Communication from Leadership: Key decisions impacting job roles and reporting structures are communicated vaguely and without sufficient rationale, leading to confusion and a sense of instability. Ineffective Handling of Concerns: Concerns about discrimination and unfair treatment are dismissed without thorough consideration or a transparent review process.