Terrible leadership: The company’s leadership is completely out of touch. The C-suite is either overwhelmed or disengaged, and decision-making feels directionless at best. The most glaring example is the CMO, who lasted only a few months before leaving, which says a lot about the stability (or lack thereof) at the top.
High turnover: The sales department is a revolving door – people come and go constantly, at all levels. This creates a toxic environment where no one feels safe or secure in their job. Many of the salespeople leave because there’s no clear path to success or support from leadership.
Team dysfunction: Engineering teams are constantly at odds with each other. Disagreements are frequent, and there’s no effort from leadership to resolve conflicts. This only worsens team morale and productivity.
Lack of accountability: Complaints and feedback from employees rarely get addressed in a meaningful way. Instead, management uses buzzwords like "investing in training" as a smokescreen to distract from the underlying issues. It's all talk and no action, and any positive changes are only temporary.
No clear future: The company has no real direction or strategy to go public. It’s been hinted that they might IPO, but the lack of stability, constant restructuring, and lack of clear leadership make it painfully obvious that it's not going to happen anytime soon.
Cultural decline: The company’s culture has changed dramatically over the past year. The "champions of culture" who once led the charge to build a positive, collaborative, and supportive environment have mysteriously disappeared, leaving a vacuum where a once-great culture used to be. Now, the culture is draining — it’s toxic, fragmented, and filled with burnout. It feels like everyone is just trying to get by rather than working toward a shared vision.
