X reviews

The company is going through an identity crisis as it transitions from a small private company to a large public multinational with significant investor pressure. That transition has taken its toll on leadership and it feels like DickC is scrambling to save his job and survive, largely by implicitly blaming others for the company's failures, getting rid of a huge number of executives. The churn at the top hurts those at the bottom as the constant leadership changes come with new org structures, new philosophies, and new politics, and projects get put on hold and priorities shift. There have been a number of stealth layoffs, which management states is for poor performers, but people usually don't see it coming and even those working with the impacted employees had no idea. One day you'll email somebody you've been working with closely for months and it gets bounced back and that's how you're informed they're gone, but there's very little further discussion about it. This leads to a stressful environment where people are always worried about the axe, and consequently have short time horizons when thinking about their future at the company. When executives were recently asked what they thought about a recent exodus of "long-timers" (people at Twitter around 4 years) the response was an acknowledgment that the pace was relentless and people leaving matches expectation. Lasting two years here is a victory and you're considered an old timer at that stage. Despite the constant churn due to people burning out or getting fired, there's very little investment in building institutional knowledge or making the company work culture more sustainable. You can see the short term outlook everywhere, even in public comments, and people seem focused on short term wins to move short term metrics versus longer term investments in building a stable and long lasting business that will be around for the long haul. It's a real shame because it's an

*Little to no training or investment in "people" *Lack of internal tools to progress/succeed in your role (short term) and career (long term) *Weak management with little to no management experience (lots of first time managers) *Passive agressive political environment ...Watch your back from day 1! *Sink or swim - new recruits are not set up for success *Lack of transparency within smaller teams creating a disconnect between upper management and the employees doing the day-to-day grunt work keeping the business afloat *Remote offices are extremely disconnected - Senior Management has not made it an initiative to build a positive culture outside of the San Francisco Headquarters *Slow to acknowledge and dig deep into issues affecting teams productivity and efficiecy