HR seems to not believe that they're lying when they say:
1. no return to office or no more increases in days in office (within months, the days in office has gone to 3)
2. no layoffs (immediately lays off 10-15% of the office under the guise of performance, probably to cover themselves against wrongful termination. It's a classic move to say the employees did something wrong in order to have grounds for termination).
Other cons:
- We just layed off a bunch of engineers who all were vocal about the return to office in some capacity and cited performance issues publicly as the main reason. Having worked with all of them, that's an absurd criticism to make.
- a lot management may not be good people leaders or teachers or technical leaders or team resource managers
- disputes among managers and directors about projects. Not a collaborative team, not trustworthy leaders. Lots of talking behind people, distrust, and no coaching.
- We're hiring a lot of corporate talent from Google and FANG seems to make things worse. What value do they add? They seem to get high pay checks, no real movement on the needle.
- An increasingly large amount of HR double speak. Be transparent, don't lie, don't pretend we're don't see the unspoken truth. If the business is struggling and you missed revenue set out by Match group and you're about to layoff people, be transparent. It allows people to job hunt.
- lots of idle engineers and poor resource management while others are overworked.
- No anonymous feedback and actions from feedback. A few people suspect the feedback surveys are not actually anonymous.
- transparency is a value only the employees have to abide by. Transparency is not valued by Hinge or Match because of legal reasons and they want to protect themselves. If we miss revenue estimates from Match group and we're about to lay off people, be transparent about that.