Saronic reviews

The culture within the harness department has deteriorated, and leadership tends to micromanage despite claiming otherwise. Favoritism is noticeable, and minor mistakes can lead to disproportionate scrutiny. There is also a pattern of hiring from personal networks and prioritizing those individuals for advancement over longer-tenured employees, even when those hires lack the necessary experience, which undermines fairness and team morale. Management spends more time talking about improvement than actually making meaningful changes, with little accountability at the leadership level. There are too many promises with little follow-through, and real growth opportunities are limited. New hires are expected to already know everything, with little to no training provided. HR does not feel like a reliable or transparent resource, as concerns can be raised without clear communication or an opportunity for employees to respond. While the company is growing quickly, it also lets people go just as fast, often without clear justification, creating a sense of instability.

Culture can feel cliquey, with advancement often favoring employees from specific backgrounds (e.g., Tesla or Firefly). Growth opportunities appear uneven—some are promoted quickly while others struggle to get interviews. Contractors may experience unexpected extensions, and prior compensation agreements are not always met. Conversion to full-time can involve a pay cut, and timing may limit access to benefits such as holidays and company programs.