Pros
it is a job, but ...... I've sat in meetings where HR was more focused on who was writing bad reviews that actually addressing the root cause of the problems.
Cons
This company is a case study in how poor leadership and outdated systems can cripple an organization from within. The internal culture is toxic, disorganized, and demoralizing—driven largely by a dysfunctional HR department and a woefully inadequate IT infrastructure. HR: A Department in Name Only HR leadership is non-existent. Instead of acting as a strategic partner or employee advocate, HR operates as an extension of upper management’s worst instincts—enforcing control, avoiding accountability, and sweeping employee concerns under the rug. There is no meaningful conflict resolution, no consistent enforcement of policy, and absolutely no initiative to build a positive, inclusive workplace. Worse yet, HR lacks credibility across the organization. Employees view the department as ineffective and out of touch—rightfully so. Basic functions like onboarding, performance reviews, and policy communication are handled with incompetence or not handled at all. Complaints are routinely ignored or mishandled, especially when they involve favoritism, harassment, or unethical behavior by management. IT: A Bottleneck Instead of a Backbone The IT department is equally problematic. Antiquated systems, unreliable tools, and a complete lack of proactive support make even basic tasks a daily struggle. Security protocols are outdated or poorly enforced, leading to frequent outages, data mishandling, and compliance risks. Requests for help are met with indifference or hostility, and turnaround times are abysmal—assuming you get a response at all. Critical business functions are regularly delayed or compromised because the technology simply doesn’t work and IT leadership refuses to invest in necessary improvements. Culture of Complacency and Chaos There is no coherent organizational culture to speak of—just chaos poorly masked as flexibility. Leadership lacks vision, direction, and accountability. Decision-making is reactive and political, not strategic. High performers burn out or leave, while mediocrity and cronyism are rewarded. The result? A company where morale is in free fall, departments are siloed and disjointed, and employees spend more time managing dysfunction than doing meaningful work. Final Thoughts If you are looking for an employer that invests in its people, empowers its teams, or values integrity and competence, this is not that company. Until a complete overhaul of HR leadership, IT operations, and executive accountability takes place, I would caution anyone considering employment here to think twice.