Great employees, disconnected leadership
Pros
Honestly I spent years at Hinge, and during that time I had the privilege of working alongside some of the most intelligent, insightful, and creative individuals of my career. I had never before been part of an organization with so many people who were not only exceptionally capable, but also emotionally thoughtful and sincerely committed to making a meaningful impact on the world. I believe Justin McLeod was instrumental in cultivating that environment. The culture he shaped attracted individuals who cared deeply about both the quality of their work and the broader purpose behind it. That foundation made the company distinctive and, at its best, genuinely inspiring. He was not perfect, but he led with conviction and consistently fought for what he believed was right for the product and the people. The cultural shift became more noticeable as Match Group began integrating its broader operating structure into Hinge. As processes became more standardized, some of the original autonomy and spirit that once defined the company gradually gave way to a more homogenized approach.
Cons
I have to be candid in saying that many teams lacked meaningful structure. There was limited transparency and, at times, private displays of disrespect from senior leaders who, at minimum, should regard their employees as competent professionals. Although I held a relatively senior role, I have also worked at several other FAANG organizations, and I had never encountered such a pronounced culture of snickering or quiet diminishment. Every company has its flaws, but there is a deeper issue when more snr employees begin to treat more junior staff as outlets for their own frustrations or insecurities.