G-P reviews

Pervasive Technical Instability & Waste: The core platform is currently undergoing its third major rewrite in last 5 years. This cycle of re-engineering suggests a lack of sustainable long-term architectural strategy and results in significant waste of resources and time. Inconsistent and Exclusive Culture: There is a clear cultural expectation to align with a specific internal view of "strategy." Employees who offer alternative technical proposals or who question so called strategy risk being marginalized or exiting the company . This creates an environment where dissenting opinions and diverse perspectives are not valued, hindering innovation and creating an overly homogenous leadership. ​Lack of Accountability in Architectural Leadership: Leaders responsible for the architecture of the previous two failed platform iterations have successfully avoided accountability for the resulting technical debt and waste. Instead, they are initiating a third full rewrite, presenting it as a new strategic direction.

The company looks good from the outside, but the reality—especially in the Support team—is totally different. Management is full of favoritism. They bring in their friends from old companies and give them higher salaries and better treatment than others doing the same job. Promotions depend on who you know, not how well you work. If you ask questions, try to be transparent, or contact HR about any issue, you’ll get targeted. Speaking up is not appreciated here. Many people have been fired just for raising their voice. The “Dream Team” they talk about doesn’t exist. If you care about fairness, growth, and a healthy work environment — this is not the right place.