Gallup reviews

* A large number of employees were laid off shortly after receiving positive annual recognition, raising concerns about internal consistency and job security. * Layoff decisions did not seem to follow transparent criteria; employees with longer tenure and family commitments were let go, while more recently hired individuals were retained. * The engineering team has been significantly reduced, and there is currently no ongoing development work—main activities are limited to support. * A Support Engineer position was posted shortly after letting go of experienced employees, which felt inconsistent with prior staffing decisions. * Policies regarding vacation—especially for long-term or international leave—are not clearly communicated during the hiring process. Requests for longer holidays are often denied or reduced through informal discussions. * Performance is largely measured by delivery speed and sprint velocity rather than quality or long-term impact. * Late evening meetings (sometimes until 7–8 PM) are common and often required to be attended from the office. This makes it difficult for employees with families or caregiving responsibilities. * Most people start work around noon and stay until 8 PM to overlap with the U.S. team —this alignment is mandatory, not optional. * The internal “Go-To” role, while positioned as supportive, often acts as an informal messenger of company demands—such as late work hours or vacation denials—without providing actual support. These messages are typically delivered verbally, which reduces accountability. * To my knowledge, some affected employees pursued legal action and reportedly received compensation, which raises further questions about how fairly the layoff process was handled.