Pros
The starting pay is relatively attractive for a fresh graduate with no prior experience. However, I strongly recommend thinking twice before accepting the offer. The compensation may look good upfront, but it does not reflect the challenges and shortcomings you may face once you're in the role. Issues such as poor management, lack of career progression, and broken promises around bonuses quickly overshadow the initial appeal. It’s important to look beyond the salary and consider the overall work environment and long-term growth opportunities.
Cons
There is a serious lack of career progression within the company. Employees who remain in the same role for extended periods receive no salary increments, regardless of performance. During onboarding, it was promised that promotions could happen as early as 6 to 12 months into the role. However, this has proven to be misleading, as several colleagues who consistently hit their KPIs for over six months were still overlooked for advancement. The promotion process lacks transparency, and performance seems to have little to no impact on progression, which creates frustration and a sense of stagnation among high-performing employees. The company removed the promised performance bonus using the excuse that it was only part of the "introductory phase" of the compensation structure—something that was never clearly communicated at the start. Many employees, including myself, accepted the role based on the understanding that the bonus was a core component of our total package. When it was quietly discontinued, no alternative compensation, adjustments, or benefits were offered to offset the change. This move felt deceptive and undermined trust in the company’s leadership and commitment to fair compensation. The offboarding process was unnecessarily complicated and handled unprofessionally. Despite my employment duration being less than 26 weeks, HR was trying her luck to make me serve a one-month notice period, which directly contradicts the Ministry of Manpower (MOM) guidelines in Singapore that clearly state only a one-day notice is required in such cases. When I raised this, the HR representative appeared unfamiliar with the contract and stated that she needed to check with the legal team in the UK for the “updated offboarding process.” This response implied that the contract I signed may not have even reflected the most current terms, raising serious concerns about internal compliance and communication. The entire experience added avoidable stress and further highlighted the company’s lack of professionalism and poor handling of employee matters.
