Fourth reviews

Middle management is mostly there because of longevity; it has nothing to do with skillset. Senior leadership "lives" the values by talking about them till blue in the face, but actions are louder than words.

Leadership recently laid off two entire teams with little to no warning, replacing them with outsourced labor in a blatant cost-cutting move. This wasn’t a strategic shift—it was a desperate, shortsighted decision made at the expense of skilled, loyal employees. Morale has collapsed, communication is nearly nonexistent, and those left behind are scrambling to pick up the pieces without support or direction. Critical institutional knowledge was lost overnight, and the new outsourced staff will be thrown into the deep end with no real onboarding or context. Turnover is constant, trust is completely eroded, and leadership continues to double down on decisions that hurt both product quality and internal culture. If you're looking for stability, growth, or any semblance of long-term vision—look elsewhere. The day-to-day work is painfully manual and inefficient. Leadership is fully aware of opportunities to streamline or automate key processes, yet actively chooses not to invest. Instead, remaining employees are expected to absorb the workload of multiple people, all while navigating broken systems and outdated tools. Burnout isn’t a risk here—it’s a guarantee. Leadership—especially CEO Clinton—has made it clear that employees are nothing more than line items. There’s no value placed on people, experience, or retention. And direct management is no better. My manager could genuinely teach a master class in inefficiency, disengagement, and how to avoid responsibility. There is zero guidance, no mentorship, and absolutely no investment in employee success or development.