• Employees were pushed into signing an arbitration agreement disguised as the “2025 Employee Handbook,” without any warning or even a clear explanation that this meant giving up the right to pursue individual or class-action lawsuits. Leadership loudly announces minor changes, but this major legal waiver was buried, rushed, and incentivized with fringe points to pressure people into signing quickly (you can see this on CoCo 2025).
• Expect constant goalpost-moving. Standards change weekly — sometimes daily — and employees are held accountable for rules that didn’t exist the day before. Policies shift without notice, expectations are unclear, and management still claims you “should have known.” The environment feels unstable on purpose.
• I experienced open racism from both a client and a coworker, and nothing was done. Management & HR avoided addressing it entirely, offered no support, and never followed up. Protecting the company’s image took priority over protecting employees’ well-being or basic dignity.
• Management culture is punitive, not supportive. PIPs are used more as disciplinary weapons than development tools. These PIPs create a climate of fear where employees feel (and in some cases just are) set up rather than coached. I was being paid to intimidate and performance-review less-than-loved employees for voicing their well-founded concerns (like their inability to take a lunch break).
• HR does not function as a neutral party. Reporting issues leads nowhere, and it’s clear the system is built to protect the company, not employees.
• Psychological safety is nonexistent.
• Ethical red flags. You can be pressured to carry out directives that feel discriminatory or professionally irresponsible. Voicing a concern is not welcome.
