Where to start. Dish/Boost likes to think it has a culture. It doesn’t.
There are VPs who show up drunk at work for years. There is constant drama, largely because the entire hiring framework, CPAW, is built on Confidence, Pride, Adventure, and Winning.
On the surface, those values sound harmless, even aspirational. HR insists they “take culture seriously.” In practice, those traits map almost perfectly to the Dunning–Kruger effect. The Dunning–Kruger effect is the documented tendency for people with limited knowledge of a subject to be highly confident, and for those with deep knowledge to be more timid. Dish doesn't like timid people though....Have to not know what you're doing and be confident about it!
The result is predictable. The organization fills up with people who are highly confident and deeply inexperienced and uninformed.
I remember one meeting vividly. All the VPs were in a room for a major cross-functional project, trying to decide which departments were responsible for what. They literally took turns trying to define what accountability meant. They didn’t know! None of them!
That moment explains everything. Decisions are made at the executive level, and no one is accountable for the consequences.
