The company has completely abandoned its former “employee-first” and well-being values. What remains is a pressure-driven, exploitative environment where employees are expected to absorb the consequences of poor leadership decisions.
Within engineering, decisions are rarely based on logic, data, or realistic planning. Instead, internal politics, personal agendas, and lobbying dominate. Success depends far more on who you know and how well you can navigate the political landscape than on actual competence or contribution.
The culture has deteriorated into a classic blaming environment. Collaboration is minimal, accountability is avoided, and individuals or teams are quick to shift responsibility elsewhere to protect themselves. This creates a toxic atmosphere where trust is low and morale continues to decline.
There are serious organizational and leadership issues. Senior leadership appears disconnected, reactive, and often lacks the competence required to lead effectively. Rather than taking ownership, responsibility is consistently pushed downward, leaving teams to deal with the fallout.
There is a clear sense of panic at the top. Strategic direction feels uncertain, priorities shift frequently, and decisions often appear driven by short-term pressure rather than long-term thinking. This instability directly impacts employees, who are expected to continuously adapt without clarity or support.
The gap between the company’s public image and internal reality is massive. The values and culture promoted on platforms like LinkedIn are not reflected in day-to-day operations. What is marketed externally feels more like branding than truth.
Overall, this is not an environment I would recommend to anyone looking for a stable, respectful, or sustainable workplace. Burnout is not the exception here—it is the natural outcome.
