- The company talks about culture and values, but the lived experience often feels very different. The shift away from "people as our foundation" has been noticeable and reflects a broader move toward a purely performance-driven environment.
- Burnout is openly normalized. In one leadership AMA it was stated that burnout should be expected in a high-performance culture and that if you feel this way you should consider leaving. That sentiment reflects the reality many teams experience: constant pressure, frequent turnover, and little room for mistakes.
- Layoffs have become a persistent reality. Instead of occasional large restructures, the company now appears to rely on continuous smaller layoffs throughout the year. Colleagues often disappear with little explanation, and teams are left scrambling to determine who is responsible for their work going forward.
- Communication around these departures is minimal, which creates a lingering sense of instability and uncertainty across teams.
- There is a noticeable lack of trust between leadership and employees. Many teams operate with a sense of constant pressure and caution, which discourages risk-taking and experimentation.
- Leadership appears to favor a more traditional “butts in seats” approach to work. For example, employees in Austin are required to be in the office for a full 8-hour day at least three days a week, reinforcing the idea that visibility is valued more than outcomes or productivity.
- This environment contributes to a general sense of paranoia among employees, where people feel they must constantly prove their value rather than focus on doing their best work.
- This is not a place where most employees will grow their careers. Leadership and management roles are frequently filled with external hires rather than promoting from within, particularly at the director level and above.
- Leadership tends to prioritize immediate high performance over developing people. Rather than investing in building skills or mentoring strong culture contributors, the approach often feels focused on identifying weaknesses and replacing people rather than helping them grow.
- Significant operational inefficiency. Teams spend large amounts of time producing duplicate presentations and administrative updates for multiple meetings covering the same material, pulling focus away from meaningful product work.
- Recognition is minimal. Even large wins often receive little acknowledgement beyond a brief “good win, what’s next?” response.
- Access to learning and development is limited. Conferences, training programs, and advanced education (especially around AI) are rarely funded, leading many employees to pay for their own tools and resources.
