Thanks for taking the time to write and we’re sorry you feel this way. What you perceive to be “targets” are actually minimum standards for any consultant – i.e. the cost of your desk and minimal contribution. If you were never given a higher “target” in your one to one sessions then it is because you would have not yet met the minimum standards. Managers are given the same baseline target to demonstrate solidarity. Managers have sales teams to run and operational management in addition to billing, despite Xpand’s hierarchy being extremely flat. What you refer to as “brown-nosing” we prefer to call mutual respect. We do not tolerate playground behaviours, egos or attitudes. We treat people like adults and hope they extend the same courtesy. Assuming you were with us in 2014, that would’ve meant you joined the entire company on our all expenses paid trip to Sydney for the annual sales kickoff, from which we had great feedback. We’re unsure how you define cut-throat and unfair as you will find plenty of people in the business who have had challenges both personal and professional who have been completely supported – this is because they continue to demonstrate commitment to their personal targets, their colleagues and the goals of the company. In fact – not one single person has been exited from the Singapore business for underperformance since December 2013, so I am unsure how that can be deemed to be “cut-throat”. You are right in saying Xpand Singapore lost a number of staff last year, which was disappointing for us too, as Xpand invested heavily in new staff as well as bringing international talent to Singapore. It doesn’t always work out for everyone, as some people are not suited to an independent, mature, non KPI driven environment like Xpand. Glassdoor reviews are anonymous, so current employees are free to be totally honest if they choose to leave a review.