Pros
The best part of this job was leaving it behind.
Cons
On the outside, this company presents itself as progressive, values-driven, and people-centred. Internally, my experience was a masterclass in how not to lead or operate a company. This was an exhausting, unstable, and deeply demoralizing place to work. The company seemed to run on constant urgency, shifting priorities, and reactive decision-making. There was always another restructure, another leadership change, another sudden pivot, another round of employees being asked to do more with less. After a while, the chaos stopped feeling like a temporary growing pain and started feeling like the operating model. Leadership was one of the biggest issues. There was very little meaningful mentorship, professional development, or support for growth. Even strong performance did not seem to matter much. People could consistently hit goals, take on extra work, contribute for years, and still be met with indifference when it came to advancement, recognition, or long-term stability. The message, whether intentional or not, was that employees were useful until they were not. The culture around restructuring was especially bleak. Teams would be pushed hard through high-pressure periods, expected to absorb stress and extra workload, and then promptly discarded (in one instance, just a couple weeks before the holidays). Decisions affecting people’s livelihoods often seemed abrupt, poorly communicated, and handled with a striking lack of care. The impact of these choices rarely seemed to be acknowledged in any meaningful way. In fact, they were often trivialized and down-played. What made it worse was the tone from the top. Employee concerns were not treated as signals that something might be wrong with the culture. They were often treated as inconvenience, negativity, or a failure to be “resilient” enough. When morale was low, the response was not reflection or accountability. It was dismissal. That kind of leadership creates a very clear atmosphere: keep your head down, do the work, and do not expect much in return. Meetings could be tense and uncomfortable, particularly when senior leadership was involved. There was a noticeable fear of speaking candidly. People learned to be careful, to soften feedback, to avoid asking the obvious questions. That is not a sign of a healthy, high-performing workplace. It is a sign of an organization where people do not feel psychologically safe. Turnover was another major red flag. Talented people would come in excited, capable, and optimistic, only to become visibly disillusioned once they understood how the company actually operated. The same pattern repeated over and over: enthusiastic hire, growing frustration, quiet exit. This was especially noticeable at leadership levels, where new executives would be introduced with fanfare and then disappear not long after. It made the company feel directionless and fragile, no matter how confidently it tried to present itself externally. The disconnect between the company’s public image and internal reality was hard to ignore. The brand may speak the language of community, empowerment, inclusion, and care, but those values were not reflected in the day-to-day employee experience. Internally, the culture felt defined by instability, fear, opacity, and a lack of basic respect for the people doing the work. I would not recommend this company to anyone looking for mentorship, stability, thoughtful leadership, or genuine career growth. It is the kind of workplace that can drain your confidence, stall your development, and make even strong performers feel disposable. The work itself may look exciting from the outside, but behind the polished branding is a workplace that, in my experience, was chaotic, unsupportive, and profoundly disappointing. Anyone considering a role here should ask very direct questions about turnover, restructures, leadership expectations, advancement pathways, and how employee feedback is handled. Pay close attention to the answers — and to what is not being said. If I could give 0 stars, I would. Don't buy into the branding. What the negative reviews say are 100% true.
