There is a top-heavy leadership structure, with frequent meetings but limited visible forward progress or measurable outcomes. Though leadership can continue to not hold up their timelines or measurables they will hold you accountable to vague KPIs. At times, it feels like there is a stronger focus on cost-saving measures than on investing in employee support or long-term growth.
Workload expectations can be high relative to compensation, which may lead to burnout for some team members. There is also a lack of transparency around leadership priorities, making it difficult to understand how decisions are made or how individual contributions tie into broader goals.
While it is possible to be successful, opportunities and incentives can feel inconsistent and, at times, influenced by internal dynamics rather than solely performance.