Cube Reviews

Middle management is extremely junior & isn't managed by executive leadership team. Often times communication/feedback never gets from middle management to executive leadership team. That said, executive leadership team are in over their heads with scaling company & often took feedback personally. ELT more concerned with "proving" their worth using misleading KPI's, rather than working on meaningful change to help scale a young company. ASK questions & don't ignore the red flags in the interview.

Values-based only on paper. Expectations vs. reality below: - Simple->Paranoid: fear, paranoia, and mixed messages that destroy clarity and confidence in leadership. Unclear expectations at times when they think they’re being clear. - Nimble->Controlling: inflexible management, perfectionistic tendencies, red tape, and disregard for boundaries. Management demands a high bar from employees but won’t let go of control which leads to an overdrive focus on the minutiae and slows down actual progress. If frequent knee jerk reactions, flip-flopping, and backpedaling counts as “nimble”, then yes— they’re absolutely world class. - Joyful->Fake-nice: underneath the veneer of joy is two-facedness, gossip, and distaste & distrust of people who don’t fit in with the inner circle. Do not be fooled by the subtle lovebombing at first because they see you as the silver bullet to fix all the problems. Then that's inevitably followed by gaslighting if they think you miss their mark. - Human->Toxic: Toxic + “Human” don’t go together. Leaders are busy looking good and shmoozing the CEO over real performance while emotionally beating down employees. They start witch hunts to push people out, when they themselves are contributing to the problem. The ones that leave for bigger & better are often met with hostility, scapegoating, manipulation, and given the silent treatment.