Expectations are completely inconsistent, especially with in-office requirements. Some employees are forced to commute long distances—such as from West Palm Beach to Coral Gables—five days a week, while others are allowed to work remotely with little to no oversight. There is no clear or fair reasoning behind this, and it feels arbitrary.
Management is heavily focused on control. In-office employees are closely monitored, while remote work appears far less structured. This imbalance highlights a lack of trust and consistency. Concerns are raised, but nothing changes, which makes it hard to believe feedback is taken seriously.
The pay does not match the workload. Employees are expected to perform at a high level with minimal support, making the role difficult to maintain long term.
There is no clear path for growth. Promotions and role changes do not lead to meaningful development, and advancement feels inconsistent at
Overall, the culture feels transactional and driven by internal dynamics rather than performance. Employees are expected to deliver without a clear sense of stability or long-term support. Commitments around equity or share-based incentives lack transparency and consistency, which makes it difficult to trust what is being offered.
