Pros
The company offers a mandatory two-week annual break, which is a benefit, although it is provided in exchange for minimal individual annual leave.
Cons
Inconsistent and Unfair Promotion Practices: The criteria for promotion appear to be inconsistent and potentially based on personal proximity to management rather than documented performance. This is evidenced by the rapid advancement of certain individuals, such as an employee who started as an intern three years ago and has been promoted to a level comparable to the company bosses. Similarly, some team members with unclear or low-impact responsibilities (e.g., managing a few social media channels and conducting repetitive internal interviews on property questions) receive A* performance ratings and promotions. Conversely, other employees who consistently work long hours and deliver quality work have failed appraisals, suggesting a lack of fairness in evaluation. Management Disconnect and Low Morale: Management's physical absence from the office appears to contribute to a significant disconnect from the ground-level reality and low employee morale. This disconnect was visible at a recent company family day, which saw very poor attendance; the event had more crew and staff assigned to manage activities than actual attendees, indicating a general lack of enthusiasm and engagement. This situation, combined with high recent turnover, suggests the culture is led by fear rather than empowerment. Lack of Transparency and Accountability: Despite claims of "candor" as core value, there is a perceived lack of openness. Questioning or expressing concerns about perceived injustices can lead to negative consequences for an employee's career. I have personally observed how teammates got fired from their job, kicked out of their role and appraisal severaly affected because of this. Policies and benefits are often changed abruptly and communicated verbally rather than through formal email, leading to confusion. Efforts like the special task force formed for the IPO, whose six members received significant salary raises but have shown minimal to no progress a year later, contribute to a sense of unachieved goals and unaccountability. Inefficient Processes and Undervalued Time: Excessive and redundant meetings (e.g., daily huddles plus written updates) and the imposition of rigid breakdowns on unpredictable project work waste valuable working time. Poor time management from senior staff and external parties often results in last-minute changes and excessive revision rounds (sometimes over 20), leading to a massive amount of unpaid overtime for the team. This shows employee effort and time are consistently undervalued. Weak Middle Management and Poor Benefits: Middle managers often lack the experience to shield their teams from pressure, frequently agreeing to last-minute tasks and unrealistic deadlines from upper management or clients. Furthermore, employee benefits are minimal (e.g., very low medical consultation claims), and many employees are underpaid compared to market standards.
