DO NOT WORK HERE!! - Anonymous employee Way (TX) Employee Review

Occasionally pays slightly above market, and that is the only reason people stay as long as they door or fear the "bad" job market.

This company has severe cultural and leadership issues that make it an incredibly unhealthy place to work. I strongly encourage anyone considering a role here to read every review available, including reviews of previous companies run by the same leadership. Leadership Behavior The CEO creates an environment that feels tense, uncomfortable, and erratic. Many employees have noted behavior that comes across as unprofessional and unsettling, including fixating on certain employees in ways that made people uncomfortable. He frequently watches Fox News openly in the office, which adds to the already divided and uneasy atmosphere. Bonuses, opportunities, and general favor all appear to depend entirely on his personal feelings toward people, not their performance. There are mandatory “garden parties” with assigned seating based on how much the CEO seems to like you, and if you miss one, your name reportedly gets added to a list. This sets the tone for how the company operates. CPO Experience The CPO struggles to handle feedback of any kind and often shuts down or disengages when challenged. This makes product direction unclear, unstable, and frustrating for anyone trying to build or deliver anything meaningful. Instead of providing leadership, product ideas often fall back on engineers, only to be dismissed later for not matching leadership’s expectations. Additionally, doesn't have any prior product or engineering experience and it shows. Culture of Fear and Inconsistency People do not try to improve or innovate because hard work is irrelevant. The CEO is the sole decider of who receives a bonus, and it feels completely subjective. You learn quickly that speaking up or offering feedback is risky. Many people simply try to keep their heads down to avoid becoming a target. Rules are strict and unusual, and they are documented in the handbook. Topics like politics are off-limits if they do not align with leadership’s personal views. There is also a clear pattern in hiring that raises concerns about genuine commitment to diversity and inclusion. Unrealistic and Unhealthy Work Conditions There are several operational issues that should never happen in a professional workplace. For example: • You are not allowed to leave the office even when the AC breaks, and the company’s solution was to set up fans that just pushed around hot air • PTO beyond five consecutive days must be personally approved by the CEO • Employees receiving bonuses are required to sign NDAs, which feels extremely unusual • There is heavy secrecy around financials with no transparency • Leadership and their inner circle frequently travel to the Paris office and enjoy company benefits there, while everyone else must pay for their own travel and cannot use PTO before or after going Communication Style Company-wide messaging often feels condescending rather than supportive. Instead of building trust, leadership communication reinforces the sense that employees are not respected or valued. Added note: 60-90% of people who work here are actively looking for a new job.

- Higher-than-average compensation, if you’re willing to stomach the rest. - You’ll leave with stories that sound made up but unfortunately aren’t.

- Leadership communication often arrives via email blasts that feel like angry Yelp reviews of the company… written by the CEO. - Expect intense micromanagement—calendar events monitored, emails scrutinized, even conversations questioned. You may start questioning whether you’re in a startup or a reality show. - Bonuses aren’t bonuses. They’re temporary loans disguised as rewards. Multiple team members were forced to pay them back—some after already leaving the company. - Handbook rules change overnight. Sick day policy? PTO approvals? Check again tomorrow. -The CEO has an entourage that would make a celebrity blush: chef, assistants galore, legal counsel so present you start questioning if you’re being shadowed. - The turnover rate is staggering. New hire? Start your countdown clock. -The product is slick on the outside but doesn’t evolve based on real feedback. Engineers raise concerns, CS echoes them, but roadmap decisions seem based on what photographs best, not what performs best.