- Promotion opportunities exist largely due to high employee churn and terminations caused by unrealistic goals.
- Compensation and benefits are not competitive.
- There is excessive micromanagement from the C-suite, extending to entry-level contractor interviews and KPI reviews.
- The company is heavily promoting an underdeveloped phone product that lacks competitive features and suffers from infrastructure issues.
- Goals and KPIs are often unachievable, with data tools that are inaccurate or manipulated. When leadership is confronted about this, promises are made to update or adjust goals, but little changes.
- Talented employees are overworked and undervalued. There is a toxic mentality of "this is the podium way," implying that everything must be sacrificed to meet goals. Questioning these goals or thinking creatively is viewed as confrontational.
- Turnover in mid-level leadership roles is extraordinarily high. Culture enforces a "this way or out" approach, leaving little room for innovation or dissent. There are clear failings at an executive level, being blamed on everyone else.
- The actions of the C-suite suggest a focus on inflating the company’s value for a public offering, potentially followed by asset sales.
- Discrepancies between this review and the 3.5-star rating can be attributed to management requesting employees to post favorable reviews on platforms like Glassdoor to boost recruitment. For every detailed negative review, there are typically 2–3 generic five-star reviews that follow.
- Contractors are treated as second-class employees, often given unattainable goals that make it easy to terminate their contracts.
