Pros
Remote Work, Legacy Employees Cared
Cons
I spent several years at this company and ultimately left due to deeply entrenched leadership failures and a complete lack of accountability, enabled by both management and HR.
Leadership turnover was frequent, yet the same ineffective behaviors persisted. Poor-performing leaders were consistently protected rather than corrected, creating a revolving-door environment where competent employees exited while underperforming managers remained in place. Accountability simply did not exist at the leadership level.
HR was repeatedly made aware of these issues through formal, documented channels. While concerns were acknowledged, no meaningful action ever followed. Over time, it became clear that HR’s primary function was to shield leadership from consequences rather than address legitimate employee concerns or enforce standards of performance and conduct.
The department culture showed little regard for employee well-being. Long hours and high responsibility were treated as expectations rather than exceptions, with no corresponding recognition or empathy. Major contributions — including work that materially improved the company’s operational position and long-term stability — were ignored, minimized, or credited to others.
It is also evident that the company is actively pursuing aggressive outsourcing, particularly to India, with minimal transparency around its impact on existing teams. This has created persistent uncertainty and a clear signal that employee retention and institutional knowledge are not priorities.
There are talented individuals within the organization, but they are operating in a system that does not reward accountability, integrity, or sustained effort. Until leadership is held to real standards and HR is willing to act instead of deflect, the cycle of attrition will continue.
