Costello Medical reviews

-Work/life ratio is poor considering the benefits. People mostly leave the office after 6pm having arrived mostly between 8-8:30, despite being junior members of staff. 'Early finish' allows people to leave 30 minutes earlier than normal, and most people start work earlier on those days and still don't get to finish by then. It's never talked about. There is a feeling of exhaustion in the air. Was way worse during lockdown when management's response was to motivate staff around efficiency -Quick progression means line managers can be inexperienced. Your one support contact is someone who left uni a couple of years ago who has not seen people burn out. I'm sure they have lots of training but that training will be a 45 minute slide set that was bottom of the priority list for whoever made/presented it because they themselves will have been bombarded with work. I've been spoken to appallingly by some senior team members who were recently promoted and don't know how to assert themselves without trying to force a hierarchy. -Not much opportunity to say no, you're just expected to take on more than you can chew on a daily basis. There's a culture of stress because of the young line management - people are desperate to please - which means saying no is met with stress and you are made to feel like you're not pulling your weight. it has to become a health concern for no to be listened to -Analysts often get shoehorned into wherever they're needed -Perfectionistic culture where you get called out for the smallest things. Everyone wants to learn, but getting called out for tiny things often is demotivating and makes you feel bad at your job - Like in all companies, HR work for the company not for the people

- Senior leadership would openly acknowledge that they were aware employees could have better remuneration at other companies but believed employees were with them because they believed in the company vision. As a junior member of staff working over contracted hours who was no doubt earning one of the lower salaries in the company, these comments felt a bit tone deaf as not everyone sees the company as a ‘family’. Appreciate some people can get behind this, and others won’t. - Saw a brain drain when people reached mid-level 2/3 years experience and knew from colleagues that there had been an issue with senior retention over the years where people have chosen to leave for better opportunities as it was not going to be met by Costello. The junior to senior ratio and loss of experience was sometimes quite noticeable - Some teams seemed to over do it with the forced fun on company channels. Difficult to engage with as it didn’t always seem genuine but know it was probably an attempt to capture those not dealing with wfh as well as others