Pros
- Good exposure to multi-project handling and rapid software lifecycles for junior engineers.
- A supportive peer-level engineering team who try to help each other navigate the chaotic workload.
Cons
> Severe Mismanagement of Resources & Burnout - the engineering and QA teams are chronically understaffed. Management prefers to overload existing employees with 4 to 5 concurrent projects (including full-scale web applications under the guise of "minor" tasks) rather than hiring adequate personnel to save on labor costs. This directly compromises software quality.
> Flawed Leadership & Poor People Management - leadership (specifically within the Front-End/Development management tier) prioritizes managing "upward" to please executives rather than advocating for the well-being, capacity boundaries, or professional growth of their team members.
> Outdated Work Policies - despite clear contractual onboarding agreements regarding flexible or hybrid setups, management frequently mandates unexpected full-on-site weeks during critical project rushes. This structural rigidity ignores employee health, commuting crises, and modern workplace standards. (The CEO made employees who can work online go to the site despite the oil crisis and the pandemic)
> High Employee Turnover - Due to a weak operational structure, shifting policies, stagnant compensation packages, and a general lack of internal stability, the company suffers from a high attrition rate, leaving remaining staff to constantly pick up handed-down projects.