Sibel Health Reviews

Long hours and effort are not always recognized or rewarded. Leadership lacks experience in people management, with many managers being early in their careers and new to managing teams. This often results in inconsistent expectations and, at times, a lack of respect in communication. Promises around growth and progression were not always followed through, which made it difficult to build long-term trust. While there is an emphasis on ownership, the overall team culture does not always support or recognize meaningful impact.

The challenge is at the top. CEO and CTO leadership have been consistently difficult to navigate. There's a pattern that's hard to ignore: the best collaboration happens when senior leadership steps back or responds to a crisis rather than driving the work. That says something important. Trust has eroded over time — not from one big moment, but from a slow accumulation of promises that didn't land, communication gaps, questionable behavior, and a disconnect between what's said in company-wide meetings and what people experience day to day. Employees want to believe in the direction. Many of us came here because of Sibel's mission. But belief has to be earned through behavior, not just messaging.