- Compensation management is fundamentally flawed. Bonuses were removed and later reintroduced indirectly through a so-called “promotion”, resulting in no real increase in total compensation but significantly higher workload. As an example, this decision was made after the company secured a $19M investment round, yet employee bonuses were still cut. This reflects poor financial planning and an attempt to disguise pay cuts as growth
- There is consistently “no budget” for raises, proper salary adjustments or day off on December 31, while at the same time the company appears to find resources to hire people closely connected to top management, clearly signaling distorted priorities
- Repeated internal “optimizations” point to a lack of strategic planning and a weak organizational structure
- Management decisions are largely reactive and poorly communicated. Changes are announced late and justified retroactively, creating constant uncertainty and eroding trust.
- The company relies heavily on employee endurance instead of building sustainable processes, which reflects weak leadership and leads to burnout
- There is no strong company culture, and a noticeable amount of toxic behaviour exists within management
