There is a very influential person within the GTM recruitment function who, despite not being a manager, seems to have significant control over decisions and team dynamics.
Probation means nothing here. Within a month of joining, despite closing roles with no escalations, this person was already pushing me out. I was offered support on one role when I joined, and that was later used against me as proof that I needed too much handholding. What about the other roles where no support was needed? Data and results seem to matter very little when one person's perception drives decisions.
Even when you're trying to learn, accept feedback, and do your job, it can feel like nothing is enough. Concerns raised to management often get turned back on the person raising them. In my case, documentation and performance concerns only appeared after I spoke up about this person's constant negativity and shouting. Ironically, that behavior wasn't seen as an issue, but defending yourself was.
The environment is especially tough for new joiners. Asking questions is viewed as needing too much support, and there is little patience for people learning the GTM space. There is no real learning phase here.
What impacted me most was the constant negativity. One piece of feedback about needing support as a new joiner seemed to outweigh successful hires and hard work. Performance often felt judged by perception rather than actual results, which affected my confidence and morale.
The bigger concern is the lack of accountability. Management appears aware of the behavior but unwilling to address it because the individual is considered too valuable. When you finally stand up for yourself, you're labeled as someone who can't take feedback instead of someone trying to be heard. No one wants to see their senior frustrated and crying on the floor all the time.
If you can't teach new people, don't put them in GTM. Playing with someone's career for a senior employee's comfort level is not a joke.
