digiio Reviews

If Orwell’s 1984 had a headquarters, it would be digiio. Behind the polished logo and stitched empty slogans — “Transparency, Kindness” — lurks the most toxic work environment I have ever endured. In reality, transparency means surveillance, kindness means control and lies, and every day is a slow bleed of time, energy, and dignity. Open hostility towards personal growth are not just tolerated — they are standard operating procedure. I was told, quite literally, that digiio “doesn’t want you to grow in your personal or professional life.” People cry here daily. Colleagues are wonderful, but every single one is a victim of the same oppressive system. The CEO rules by whim, based on her swining moods, and overnight “visions” destroy weeks of hard work, leaving behind rubble where dedicated employees once poured their energy. Vanishing for months without notice, she then reappears with demands for nights and weekends work — unpaid, of course. Every communication with HR is overseen by the CEO as well, and futile promises dissolve in seconds. It is a place where gaslighting isn’t an occasional tactic; it’s a management strategy. There are no benefits, and 0 flexibility. Work 55+ hours a week? Expect no overtime pay. Collapse from exhaustion? You’ll be paid less because you took a day off sick. Holidays? Even pre-approved ones can be revoked the day before without explanation. I was even denied time in lieu after I had taken it already, defying the very concept of time. And when they “forget” to reimburse expenses, expect only a partial repayment — if you get anything at all. Hybrid working is a lie. Contracts say “hybrid,” but the policy can be revoked without notice, forcing full-time office attendance. Every minute of your day must be accounted for. Lunch breaks are a privilege you might occasionally earn and become meeting slots, “overtime” is just “normal working hours,” and burnout is inevitable. Even toilet breaks can trigger a call from the CEO demanding you return to your desk. Micromanagement here is not just culture — it’s doctrine. Every meeting is recorded. Conversations are monitored. Employees vanish without explanation, their absence never acknowledged. High turnover is constant; most don’t even survive their probation period. Titles are downgraded without warning, probation extended without cause, and responsibilities reshuffled. You might be hired for one role and end up doing three others — including personal errands for the CEO — but still be paid an entry-level salary. Management ignores emails, forgets approvals, and is often unreachable during crises — a standard that, if reversed, would lead to immediate reprimand. The founder gossips about staff behind their backs, rewrites histories of those who leave, and fabricates the tenure of the few positive Glassdoor reviews (all self-written). The client (1) is a relic of the CEO’s past, and their unrealistic demands are promised without hesitation — leaving employees scrambling to deliver the impossible. Many leave with anxiety, insomnia, or worse. Yes, I met talented people at digiio. Yes, I learned to work under extreme pressure. But the cost was my health, dignity, and belief in fair work. There’s a reason the name is spelled in lower case — it matches the standards, the morale, and the respect employees get here. digiio is not a stepping stone; it’s quicksand.

- There’s no explanation for why some employees can work hybrid while others must be in the office full-time. Most hybrid workers are required to be in the office 3 days a week, but management can suddenly demand more days without notice. When this happens, there’s pressure to comply, even if it’s not feasible. - Adjusting hours for personal or medical appointments is difficult, and you need to remind management multiple times, which feels like begging. - Accumulated overtime cannot be used, and there is no compensation. Employees are sometimes pressured to work while sick and may be required to come into the office in that condition, putting the rest of the staff at risk. - Incredibly high turnover, with team members leaving nearly every month and many not even completing their probation period. - The founder frequently talks negatively about current employees behind their backs and alters narratives about former employees, creating a dishonest atmosphere. - There are no benefits — no health insurance (despite job advertisements mentioning a wellness programme), no life insurance, no EAP, and sick pay is only statutory. There's little flexibility in working hours unless you're a hybrid employee, and even then, it may be limited. - Management often misses emails and forgets to approve requests, requiring employees to follow up repeatedly. Often are unreachable when working from home, especially during urgent situations, causing frustration and delays. These uncommunicated absences wouldn’t be accepted from other employees, highlighting a double standard. - Employees face frequent role changes, minimal respect, and shifting responsibilities, often without prior notice. Titles may be downgraded unexpectedly, probation periods extended, and roles devalued, with expectations to perform beyond capacity. Despite prolonged demands and understaffing, salary increases rarely align with performance, and the CEO insists on “optimising” current, insufficient resources. - Most employees had several non-title related responsibilities, making them do 3 different roles at any given time. - CEO often assigns personal tasks to employees that should be meant for a PA. - CEO expects highly experienced staff, even in niche areas, but offers only entry-level salaries for mid-to-senior-level roles. - Responsibilities are frequently reassigned rather than addressing main issues, often landing on employees outside their role or expertise. Problems persist; only the responsible person changes. - HR is outsourced, takes days to reply, and doesn’t address any issues — thus not helpful. - Most clients are legacy from the founder’s previous corporate contacts. In an attempt to keep them happy, all their requests are promised to be fulfilled even when they are unrealistic and unreasonable. - It’s completely reasonable to book lengthy meetings during lunch hours and then be bombarded with work after — leaving no time for a proper break. Several team members don’t take lunch breaks or work while eating, as they are so overloaded with work. - Employees are encouraged to "create their own role", but in reality, this means taking on unstructured, wide-ranging tasks far beyond the job scope or pay grade. Pushing back is often met with pressure to accept this as normal and expected. - Employees are given instructions on how to deliver personal news. Upon resigning, one employee was told not to inform the team (leaving them without a proper goodbye) and just leave (before their notice period was due). Their absence was never addressed. Many employees tend to vanish this way. - Support for new starters is minimal, with no structured onboarding or training — new hires rely solely on knowledgeable team members for help. - Processes are rushed and inconsistent, with frequent last-minute changes from management, creating a stressful and chaotic work environment. - While I met talented people and gained valuable experience at digiio, the chaotic and unstructured environment resulted in burnout and severe anxiety that required medication. Despite the company’s impressive clients and work, I wouldn’t recommend joining due to low pay, heavy workloads, and micromanagement, which can negatively impact your health.