Literal Humans Reviews

-Managing Director, Paul Perry, has little expertise or experience in the services he sells - a lot of smoke and mirrors. - Management is very unethical: Willing to gaslight, lie to, and manipulate employees when it benefits profit. Some situations with employees even have questionable legality. Laughably, the company's values are all about "being human" - Managing Director displays the Dunning–Kruger effect: the cognitive bias in which people with limited competence in a particular domain overestimate their abilities, and do not possess the capability to understand their errors. In short, not knowledgeable enough to realize their own incompetence. - 4 women were fired or quit on bad terms in the span of one week. - Almost all employees have left on bad terms. - All partners/shareholders in the business have left after experiencing the chaotic, poorly-run business. -Employee turnover extremely high - Management willing to lie to clients or under-deliver low quality work to gain higher profit margin. - Managing Director severely lacks leadership skills. - Internal processes and projects: extremely messy. Very revealing of unprofessionalism, and poorly run organization. - As an employee, I would be very cautious of wasting my time and energy with this organization. As a client, I would be scared to trust this agency to handle my projects.

Numerous concerns surround this company, but several issues stand out prominently. Firstly, the practice of generating fake positive reviews within a week, accompanied by fictitious job postings to enhance the company's image, highlights the fundamental challenges the organization is facing. This deceptive tactic raises serious red flags about the integrity and authenticity of its operations. The management, particularly the CEO, seems unfit to lead or own the company. His approach to leadership treats employees as mere numbers, which is a critical mistake for any organization striving for sustainable success. A thriving company prioritizes quality in hiring and compensates accordingly, rather than opting for quantity, which leads to frequent turnover and instability within the workforce. The promise of a four-day work week is undermined by the reality of overworking employees on weekends without proper recognition or compensation. When this issue was raised, the CEO dismissed it with laughter, demonstrating a concerning lack of regard for employee well-being and work-life balance. The continuous turnover of staff has created a domino effect, resulting in widespread departures and a new influx of employees who are left in the dark about their roles with little to no onboarding. The absence of proper handovers and training only exacerbates the confusion and instability within the company. During the time I worked there, there was a turnover of 14 people, which is mental for a company this size. Additionally, there are serious concerns regarding the CEO’s potential substance abuse issues, which manifest in erratic work behavior, extreme mood swings, and misogynistic attitudes. This raises ethical questions about his leadership and its impact on the overall company culture. It may be in the best interest of both employees and the future of the company for him to consider liquidating the business, allowing the staff to move on and rebuild their careers. Clients and employees alike have been misled by false promises. The company committed to providing services to clients that it was unable to fulfill, resulting in panicked and overworked employees. The CEO appears to be uninformed about crucial aspects of client management, knowing less than 10% of what is actually happening in the backend. Overall, the experience here is characterized by overworked and underpaid employees, a lack of mental health support, misleading advertising, discrimination, and a culture of deception. These factors collectively paint a grim picture of the organization and its treatment of its most valuable asset: its people.