Too many red flags to recommend. - Recensione dipendente - Team Leader presso Daxko

2,0
10 mag 2023
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Fairly generous PTO policy (unlimited, but not really). Work from home, but even that might be off the table within a few months.

Svantaggi

The vast majority of engineering roles are being sourced out of India at their new office in Noida. CEO chugging a bottle of champagne like he's at a frat party, at the India office opening, wasn't a great look. They continue to talk about sourcing outside of the United States (outsourcing) as if it's a good thing. Essentially everyone is telling them, in anonymous feedback, to "stop talking about India," but it's mentioned in nearly every meeting. Nearly every new engineering role posted internal/external are located in India. We've been told, on numerous occasions, that it's saving the company a significant amount of money, but then our yearly raises are effectively nickle and dime. have to constantly reassure team members that our jobs aren't being replaced, but honestly we don't know that for a fact at all. Typical for this type of company to look at short term numbers instead of retaining talent for long term success. Don't plan on building a career here.

Esplora altre recensioni su Daxko

5,0
18 mag 2026
Stagista anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Employees are very kind and hardworking and are willing to help out when needed.

Svantaggi

could improve its internship program by hosting intern focused workshops and seminars.

1,0
1 lug 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Most people care a lot. And try to make the best of the miserable environment.

Svantaggi

The culture is toxic from the top down. Leadership creates an environment of constant chaos, shifting priorities, and little accountability, leaving employees to absorb the consequences. Management by fear is accepted and, at times, seems to be embraced. The company continues acquiring businesses with little apparent planning for how those acquisitions will be integrated into the broader organization. Rather than building scalable processes first, existing teams are simply expected to absorb additional work while already operating at capacity. The result is an organization that constantly feels reactive instead of intentional. Every day becomes another exercise in putting out fires while being criticized for failing to anticipate priorities that were never clearly communicated. Leadership struggles to establish, communicate, and execute on a coherent strategy, making it difficult to accomplish meaningful work or feel successful. Long-term planning consistently takes a back seat to constantly changing priorities. Concerns about leadership and workplace culture are raised, yet the same patterns continue. Employees are left feeling unsupported, overextended, and increasingly burned out while leadership appears insulated from the impact of its decisions.

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