Culture can feel very political if you’re not part of the “inner circle.” Career growth is largely dependent on how well you get along with management rather than the quality of your work. Those who have been in the organization for a long time or have personal rapport with leadership tend to get the most visibility and opportunities. Hiring also feels somewhat nepotistic — referrals and familiarity seem to carry more weight than merit. If you prefer a pure meritocracy, this may be frustrating.
Middle management has very little actual authority. Managers often come across as approachable, but at the end of the day they are just a relay between employees and senior directors. All major decisions — whether it’s about projects, promotions, hiring, or team structure — come from the top and are passed down with little to no room for discussion. Don’t expect your direct manager to go to bat for you; they rarely have the power to do so even if they want to. This creates a disconnect where feedback and concerns get lost in translation and never really reach the people who actually make decisions.
