What is the company culture like at Streamland Media?

Mostly chill, good benefits, friendly people, learned a lot about entertainment production industry.

Paid parking, woke culture, no relaxed team building happening like it would at a small office.

The facility provides access to high-end technology and there are some genuinely talented and dedicated artists at the operational level. The hands-on technical experience is valuable.

My experience here was unfortunately defined by a deeply problematic and dysfunctional departmental culture, coupled with an HR process that felt biased and retaliatory. Workplace Safety & HR Response: When I reported a severe, documented threat of workplace violence from a senior colleague, the response from management and HR was alarmingly slow and dismissive. The investigation appeared to lack rigor, ignoring key witnesses and established company policy (specifically, the Workplace Violence Prevention Plan). This resulted in months of me, the victim, being forced to work in proximity to the individual who threatened me, with HR's resolution feeling more like an accommodation for the aggressor than a genuine safety measure. This experience eroded all trust in HR's ability to handle serious complaints impartially. Management & Retaliation: The environment is one where clear, documented communication is often resisted by management. When I insisted on professional standards and transparency to do my job effectively, I faced direct retaliation from my manager, who summarily removed me from my primary project based on vague performance issues for which I was demonstrably denied the necessary information. Attempts to address this were met with deflection and condescension. Systemic Bias & Disparate Treatment: There is a palpable sense of an "in-group" and an "out-group." Policies and standards of professional conduct appear to be applied differently depending on one's status or relationship with management. As a Person of Color, my well-documented, logical concerns were consistently treated as a 'threat' to be neutralized, while more egregious misconduct from others was downplayed or excused. This creates a hostile environment where marginalized employees' safety and professional standing feel precarious. Any attempt to address these disparities is met with defensive posturing and further manipulation. HR Investigation Process: When HR initiated a subsequent investigation in which I was the subject (stemming from a questionable complaint after I was targeted with retaliatory action), the process was the opposite of their handling of my initial safety complaint: immediate, aggressive, and laden with threats of 'insubordination' for requesting basic due process like receiving the specific allegations in writing before responding. This jarring inconsistency speaks volumes about the department's priorities.

If you start at this company being a runner it can get you valuable running experience, I would just leave after that in all honesty.

No consideration of the work load my team and I suffered. The company would boast our services to clients but it was all a facade. Stripping workers of basics like coffee machines, fruit, and leaving the library team with no space to eat lunch. Forcing librarians to leave the building to re-enter in another door to get cereal, it did not matter if the rain was pouring in my food, nothing was done to make the job comfortable for us. We went from approximately 14 librarians to 5 within a year and no one was replaced. Blame culture was disgusting; Clients with zero etiquette would ignore producers in managing media assets and librarians would consistently get the blame for this, ignoring the core detail of our job which was that we only moved assets when being emailed by producers. There was no care for our safety when working overnights, as our needs to use ubers in between buildings or going home in the middle of the night were looked over. Because they have barely any librarians left, there is not much prospect in promotion and no runner was promoted since Jan 2023. Morale is at an all time low and people from all departments would just be miserable.

The facility provides access to high-end technology and there are some genuinely talented and dedicated artists at the operational level. The hands-on technical experience is valuable.

My experience here was unfortunately defined by a deeply problematic and dysfunctional departmental culture, coupled with an HR process that felt biased and retaliatory. Workplace Safety & HR Response: When I reported a severe, documented threat of workplace violence from a senior colleague, the response from management and HR was alarmingly slow and dismissive. The investigation appeared to lack rigor, ignoring key witnesses and established company policy (specifically, the Workplace Violence Prevention Plan). This resulted in months of me, the victim, being forced to work in proximity to the individual who threatened me, with HR's resolution feeling more like an accommodation for the aggressor than a genuine safety measure. This experience eroded all trust in HR's ability to handle serious complaints impartially. Management & Retaliation: The environment is one where clear, documented communication is often resisted by management. When I insisted on professional standards and transparency to do my job effectively, I faced direct retaliation from my manager, who summarily removed me from my primary project based on vague performance issues for which I was demonstrably denied the necessary information. Attempts to address this were met with deflection and condescension. Systemic Bias & Disparate Treatment: There is a palpable sense of an "in-group" and an "out-group." Policies and standards of professional conduct appear to be applied differently depending on one's status or relationship with management. As a Person of Color, my well-documented, logical concerns were consistently treated as a 'threat' to be neutralized, while more egregious misconduct from others was downplayed or excused. This creates a hostile environment where marginalized employees' safety and professional standing feel precarious. Any attempt to address these disparities is met with defensive posturing and further manipulation. HR Investigation Process: When HR initiated a subsequent investigation in which I was the subject (stemming from a questionable complaint after I was targeted with retaliatory action), the process was the opposite of their handling of my initial safety complaint: immediate, aggressive, and laden with threats of 'insubordination' for requesting basic due process like receiving the specific allegations in writing before responding. This jarring inconsistency speaks volumes about the department's priorities.

If you start at this company being a runner it can get you valuable running experience, I would just leave after that in all honesty.

No consideration of the work load my team and I suffered. The company would boast our services to clients but it was all a facade. Stripping workers of basics like coffee machines, fruit, and leaving the library team with no space to eat lunch. Forcing librarians to leave the building to re-enter in another door to get cereal, it did not matter if the rain was pouring in my food, nothing was done to make the job comfortable for us. We went from approximately 14 librarians to 5 within a year and no one was replaced. Blame culture was disgusting; Clients with zero etiquette would ignore producers in managing media assets and librarians would consistently get the blame for this, ignoring the core detail of our job which was that we only moved assets when being emailed by producers. There was no care for our safety when working overnights, as our needs to use ubers in between buildings or going home in the middle of the night were looked over. Because they have barely any librarians left, there is not much prospect in promotion and no runner was promoted since Jan 2023. Morale is at an all time low and people from all departments would just be miserable.

The facility provides access to high-end technology and there are some genuinely talented and dedicated artists at the operational level. The hands-on technical experience is valuable.

My experience here was unfortunately defined by a deeply problematic and dysfunctional departmental culture, coupled with an HR process that felt biased and retaliatory. Workplace Safety & HR Response: When I reported a severe, documented threat of workplace violence from a senior colleague, the response from management and HR was alarmingly slow and dismissive. The investigation appeared to lack rigor, ignoring key witnesses and established company policy (specifically, the Workplace Violence Prevention Plan). This resulted in months of me, the victim, being forced to work in proximity to the individual who threatened me, with HR's resolution feeling more like an accommodation for the aggressor than a genuine safety measure. This experience eroded all trust in HR's ability to handle serious complaints impartially. Management & Retaliation: The environment is one where clear, documented communication is often resisted by management. When I insisted on professional standards and transparency to do my job effectively, I faced direct retaliation from my manager, who summarily removed me from my primary project based on vague performance issues for which I was demonstrably denied the necessary information. Attempts to address this were met with deflection and condescension. Systemic Bias & Disparate Treatment: There is a palpable sense of an "in-group" and an "out-group." Policies and standards of professional conduct appear to be applied differently depending on one's status or relationship with management. As a Person of Color, my well-documented, logical concerns were consistently treated as a 'threat' to be neutralized, while more egregious misconduct from others was downplayed or excused. This creates a hostile environment where marginalized employees' safety and professional standing feel precarious. Any attempt to address these disparities is met with defensive posturing and further manipulation. HR Investigation Process: When HR initiated a subsequent investigation in which I was the subject (stemming from a questionable complaint after I was targeted with retaliatory action), the process was the opposite of their handling of my initial safety complaint: immediate, aggressive, and laden with threats of 'insubordination' for requesting basic due process like receiving the specific allegations in writing before responding. This jarring inconsistency speaks volumes about the department's priorities.