Good people and clients to work with, but poor management - Junior Designer Thesis Employee Review

Thesis has been an incredible place for me to grow professionally. I've had the opportunity to learn, take on meaningful work, and be supported by some of the most talented and thoughtful people I've worked with. What stands out most to me, though, is the personal care and humanity I experienced during a very difficult period in my life. Both my manager and the CEO went far beyond what I would ever expect from an employer, offering compassion, flexibility, and support that allowed me to take care of myself and my family when I needed it most. I will always be deeply grateful for that.

Like any organization, there’s always room for growth and improvement. But I’m 100% committed because I believe in the leadership, the people, and the direction we’re heading. There’s a real sense of care and purpose here, and I’m proud to be part of it.

The people doing the day-to-day work are the company’s greatest strength and the primary reason many employees continue showing up each day. Teams are filled with talented, hardworking individuals who consistently deliver despite significant organizational challenges.

Leadership feels increasingly disconnected from the realities of delivery and employee experience, with an overwhelming focus on revenue and margins above all else. At the same time, leadership frequently overcommits to client demands and approves work at unsustainable or negative margins, only to later criticize teams for failing to meet financial targets created by those decisions. Employees are often treated more like interchangeable resources than long-term contributors, resulting in exceptionally high turnover and a constant revolving door of talent. Any meaningful, innovative, or strategically important work is routinely handed to external contractors rather than internal teams. These efforts are often executed in isolation, with little intentional knowledge sharing or investment in growing the capabilities of permanent employees. This creates frustration, limits career growth, and reinforces the perception that internal staff are not trusted with the company’s most important opportunities.