Fuzz Productions reviews

- Majority of the work is not interesting, long-running, satisfying, or good for career growth. - The benefits are basically the same (if not worse) as you would receive at any startup or big-name software company in New York. Free lunch is often pretty mediocre - Considerably limited potential for career growth - Expect to be grossly underpaid (in most cases, salaries around half of what other software companies pay for the exact same position/experience). No equity, sign-on bonus, or any special packages. Yearly bonuses are pretty sad too, very often less than 5% (if anything) - When work gets slow, layoffs come often and without warning. Numerous employees (even many with children to feed) who put in several years at the company were laid off, management doesn't appear to have much loyalty to their employees - Poor management leads to disorganized projects and allocation, average employee workload drastically fluctuates, not in a good way. - Office space is decrepit (leaking pipes, holes in ceilings, bugs crawling around your desk)

Low pay (15% - 25% below market value) Poor insurance benefits package - its the bare minimum Management consistently creates distance through infrequent, inconsistent communication and skepticism of new ideas that erode trust. Multiple examples of “sitting in” on meetings but no contribution and no tactical actionable feedback. General lack of openness and dogmatic approach to solving problems. Consistently bullies by self aggrandizing while overpowering and manipulating through passive aggressive tendencies. Creating work to seem busy and important which distracts from outcome based management. There is more interest in creating a veil of value provided rather than providing measurable results. Team leaders are generally ingratiating, overly conforming and overall reluctance to stand up/defend the team. Much like the self aggrandizing, there is a drive to be sycophantic with upper management. In doing so, the “department/team leadership” is more concerned about themselves and appearing to be the smartest person in the room rather than actively listening to people. A number of the management team are more concerned about the title and the benefits associated and avoid meaningful contact with the team. By finding busy work there is this false perception these leaders are providing value but they are the root of the increase in turnover, complacency in existing team members, and impaired productivity. There is no opportunity or visibility given for personal career growth within the company. You are either in the “in crowd” or not. If you are not in the "in crowd", you will see yourself phased out and a quick look on the turnover and tenures of its employees really brings that to light.