AirApps reviews

Unusual probation and poor benefits: The company has a three-month probation period, which is rare for U.S. companies. During this period, there are no benefits at all — no PTO, no sick leave, and no 401(k). Even after probation, the sick-leave policy is minimal (1.5 hours for every 30 hours worked, capped at 10 days per year). If you’re sick longer than that, you won’t be paid. Rigid work hours: Employees must be in the office 9 AM – 6 PM, five days a week. Leaving earlier, even by 30 minutes, often leads to questions about whether you arrived early enough. There’s no flexibility or trust in managing your own schedule. Micromanagement culture: Managers closely monitor attendance, Slack activity, and daily progress. Every task and report is tracked, leaving little autonomy or ownership. Daily stand-ups without purpose: Even though everyone works on-site, there is a mandatory daily stand-up to review tasks in detail. It doesn’t improve collaboration — it only adds more pressure. Poor onboarding and collaboration: New hires are expected to start producing results from day one. There are no introductions to key teams like Product or Monetization, even for roles that depend on them. Onboarding only covers tools and systems so you can start executing immediately, but you never get a full picture of the company or its strategy. Lack of career support: There are no regular 1:1s or performance discussions. When asking for feedback, leadership often says they’re too busy. Employee growth and development simply aren’t a priority. Restricted communication: Slack usage is heavily controlled — employees are discouraged from direct messages and told to keep all conversations public. This creates a sense of being monitored rather than supported.

• The company talks a lot about flexibility, modern culture and being results-driven, but the reality is the complete opposite. Remote work was essentially taken away, we’re now expected to follow a strict 9–18 schedule, and everything feels heavily controlled. • The environment changed overnight. There’s a very clear sense of mistrust from leadership, to the point where they removed access to even basic Google Drive folders, which says everything about how little confidence they have in the team. • Most decisions are handed down as mandates, with no explanation and zero opportunity for discussion. When you ask “why?”, the answer is usually silence or something vague that doesn’t clarify anything. • The constant talk about “transparency” and “care for people” doesn’t match the day-to-day reality. It feels more like a PR message than something actually lived internally.