Pros
Exposure to complex client environments
Cons
Leadership communication can feel dismissive and inconsistently supportive. There are concerns around fairness in how opportunities and expectations are applied, with perceived favoritism in certain areas. Career growth is unclear, with limited visibility into progression paths. Open communication can feel discouraged, which impacts transparency and feedback.
The environment can feel siloed, with uneven alignment across teams and at times a competitive or fragmented dynamic rather than consistent collaboration.
The role was originally presented as remote, but this changed abruptly to a mandatory in-office requirement with very short notice. This created significant challenges for employees who had been hired under remote expectations or who were not based close to the office.
After this change, there was increased emphasis on monitoring in-office attendance (e.g., badge/fob tracking) rather than focusing on output or work quality. This contributed to a perception of surveillance over trust-based performance management.
In-office attendance was also perceived to be linked to performance outcomes such as bonuses or job security, which increased pressure during the transition.
Escalation and issue resolution processes often felt focused on assigning blame rather than resolving root causes, making it harder to raise issues or get support.
Work expectations frequently extended beyond standard working hours, impacting work-life balance and creating an expectation of constant availability.
