MFour reviews

Management is horrible. They’ve had such high turn over and when goals aren’t met (happens all the time) they blame the staff and not the managements lack of skill or experience to lead properly. They let them go, hire new people, start over and wonder why goals can’t be met. VP of sales told us how we are a family which was just an attempt to bleed us of as much work as possible. The next month they had lay-offs and we’re told not to focus on it and move on. Worst family I’ve ever been a part of. Another important thing you need to do here is work off the clock. They don’t say it but it’s heavily implied. And when you don’t they take notice. Favoritism. If you don’t brown nose don’t think about moving up because they’ll create unfair and impossible goals compared to other people in the same position. Then when you can’t reach those goals they let you go in the next round of lay offs because of your performance. Micromanagement. They know every call, email, or mouse click you do. Things have to be done their way always adding in “MFour sauce”. If you think you’re going to share your experience and create change forget about it. Management likes things done their way. This is just a personal complaint about fairness. They keep increasing in-office days and want people to come in and collaborate to help build culture but they constantly hire people who can’t travel to the office every day or ever. These people are either out of the county, different part of the state or even in a different state all together. If you’re forcing people to be in-office then why are you hiring these people that are so far away and then not letting the rules apply to them.

One of my dislikings was the indecisiveness of some staff who had leadership roles but probably didn't have the vision or experience to fulfil it, resulting in staff wasting a lot of time working on things that were scrapped or modified significantly after the work had already been done and could have been avoided by not rushing it or better communication or research. Another minor annoyance was the lack of communication within management about where projects are in their timeline, and what was meant to be a priority. The leaders travel a lot and stay busy in sales and marketing so there needed to be some better communication there. For me as a mid level developer, there was no career opportunity besides the annual raise, but if you're coming in as a junior or mid developer, there's plenty of opportunity to learn good coding standards and get exp with a good set of tools in preparation for a senior role elsewhere. Some of the job titles were extreme and there were so many seniors and directors for a 45 person company it seemed like they were making their own titles. I was waiting for someone to announce themselves Supreme Leader of the DRM4 Development team shares the office with other departments, who occasionally laugh or yell and distract you from what you're working on. There's a couple people who are inconsiderate of others when it comes to noise. The recruiter was a really cool person, but asked everyone to leave a review on GlassDoor only if it's positive and that's lame, so there's probably a bunch of fake sounding reviews here. This one is real because I resigned and have no ties with them anymore, but it's from my perspective as a developer. There appeared to be some small time politics over the other side of the office so their reviews might be different if they weren't incentivised to leave an overly positive review.