Americaneagle.com reviews

People operate as if they could be fired at any moment. Leadership does nothing to correct this perception. If anything, they seem to think it helps productivity. The CTO, for example, regularly oversteps, getting involved in HR decisions and reaching out to employees directly instead of going through their managers. Middle management, either unwilling or unable to push back, lets it happen. HR is present, but not for you. The extent of employee engagement here is a monthly email with a workout tip or a drink recipe. That’s it. If you ever wondered whether HR is there to support employees or leadership, this company makes the answer very clear. Client retention for digital marketing is abysmal. Sales overpromises, and then blames everyone else when clients leave. Instead of addressing the root issues, they prefer to make it an internal problem for other teams to deal with. Sales is wildly untrustworthy. Standards vary greatly across departments, in a poor way. For example, the programming and server teams can push the wrong code and take down sites with no accountability. But they're protected by one of the technical directors who is known for completely losing their mind and yelling at employees on calls, genuinely scaring employees, yet leadership dismisses it as “just how they are.” You can work yourself to the bone and get nothing in return. The only "reward" is a meaningless coin. Leadership expects the world from you but will beat you down until you have nothing left to give.

This company has a deeply ingrained "boys’ club" atmosphere, where favoritism runs rampant, policies change depending on who you are, and being part of the inner circle is everything. If you're not in with the right people, you're essentially invisible. What they call an HR department is a perfect example of this. It’s a group of people who are there because they know someone, not because they have any real expertise. Another example is the person supposedly responsible for getting new hires up to speed - she has zero professional experience and doesn’t know the first thing about the day-to-day work. It's baffling how someone with no real qualifications or relevant experience lands such a critical role, but I guess when you’re factor in the family, it all makes sense. When new hires ask basic, legitimate questions—such as where to bill their time for a bathroom break, or which client will cover the five minutes spent getting coffee—they’re met with confusion and vague responses. These questions aren’t trivial either; they’re critical because employees are trying to navigate a system where it's required to bill for every single minute of their workday. If you're not billing for 8 hours, you're expected to make up for it, all while still getting paid for just 8 hours. The so-called "culture" of this company is a complete illusion. The company prides itself on being collaborative and innovative, but there’s no collaboration to speak of. People don’t work together, and there’s no space for creative or innovative thinking because everyone is bogged down by the constant pressure to bill more hours. Client collaboration is a non-starter unless you’re fortunate enough to have a client with surplus hours to burn—otherwise, forget it. The glowing reviews from executives and VPs are laughable. It’s obvious these are scripted, likely written by the same "HR" department that has no idea what’s going on in the day-to-day operations. They seem more focused on pumping out fake praise than actually listening to the real feedback of their employees, which is telling. When you see management scrambling to control the narrative online while completely ignoring employee feedback in surveys or meetings, you know something is seriously off.