What was once a fun, rewarding place to work in the HPC space has devolved into a cautionary tale of mismanagement. The company is absurdly top-heavy—managers managing managers who manage other managers. It’s a parody of efficiency.
When I joined, the job came with strong bonuses, good benefits, and a sense of purpose. Now? Bonuses have been gutted, likely to support the ever-growing management pyramid. Work-life balance has been thrown out the window, flexible hours and remote options slashed without explanation.
Leadership is completely out of touch. When things go wrong in the data center—often due to power outages or neglected infrastructure—blame is instantly dumped on staff, not the systems or the decisions that set them up to fail. They’ll penny-pinch on critical equipment, only to lose millions down the line when it inevitably breaks. But sure, let’s keep skimping on employee pay and critical equipment while patting ourselves on the back for “cost savings.”
The Peter Principle is alive and thriving here. Promotions are handed out based on past performance in unrelated roles, with zero consideration for actual leadership ability. The result? A culture of micromanagement and control for the sake of control. Some individuals spend more time inventing arbitrary metrics and moving goal line than solving real problems. If team goals are being met, maybe trust your employees instead of trying to break their spirit.
This place doesn’t invest in people. Wages have stagnated for nearly a decade while competitors expand and offer better pay. Unsurprisingly, the revolving door spins fast. The unspoken playbook is simple: get in, get your experience, and get out. There’s no future here—only diminishing returns and a growing list of broken promises.
