Handshake reviews

Egotistical Bottle-Necked Leadership: One of the major drawbacks at Handshake is the presence of egotistical, micro-managing leaders. These individuals tend to impose themselves unnecessarily in various projects, hindering progress and undermining the authority of project leaders. C-level Out of Touch: It's disheartening to witness a disconnect between the C-level executives and the rest of the company. The lack of understanding and involvement from higher-ups often leads to misguided decisions and inefficiencies. Toxic Micromanagement: The pervasive culture of micromanagement makes it difficult for employees to thrive. There is a constant feeling of walking on eggshells, as if any misstep could lead to repercussions. This stifles creativity and inhibits the ability to do one's best work.

Handshake could be great but unfortunately is flailing due to immature, inexperienced, ego-driven, fear-based leadership from the top down. - When the CEO speaks, execs leap and scramble to appease. How can reactive leadership and a lack of trust, appreciation or respect for employees create a positive healthy culture or grow revenue? Oh yeah, it can't. -There is no clear direction or strategy communicated by execs. -Employees are not valued or developed, good people managers are scarce. -Leadership shows favoritism to employees who have been around a few years while newer employees don’t have the same (or any) opportunity for growth or promotion. - Hiring people from certain logos is a CEO directive. People from big tech names are seen as prestigious and shown preference. This is misaligned with 1. the company’s mission to democratize opportunity and 2. their empty claims to value DEI. - Handshake leadership insists “transparency,” is a core value, but recently employees were gaslit when laid off but told it was a “performance exit”. Interesting that prior to someone’s performance being so bad they lose their job, goals were never communicated, manager feedback never provided, and reviews never had. Firing employees over a performance problem that everyone knows didn't exist is a discpicable way to operate. -The CEO’s widespread distrust negatively impacts the culture, most notably in severe micro-management that I’ve never seen before and never want to see again.