The single worst company I've ever worked for - Recensione dipendente - Dipendente anonimo presso FINSYNC

1,0
30 giu 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

There are zero pros to working here

Svantaggi

- The CEO is completely self-unaware, he will constantly say "I don't want to be the impediment to progress" While being the biggest impediment to progress - There is no HR department, everyone quit. Making the CEO and the other largest shareholders "HR" - Many employees are owed backpay, and the CEO has no plan to repay them - Every two weeks is a breath hold to see if you'll get paid or not - All of your work will be micromanaged by the CEO who has no idea what he wants and has no clue how to articulate his vision. He'll give you a buzzword-filled, vague directive and will then tear up your work because he changed his mind within 24 hours - The CEO takes no accountability for his work, there have been times where he's been shown webpages he's made, and he trashes it and asks who made them. When you tell him something that contradicts his new POV, he just says "I don't remember that"

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5,0
1 ago 2023
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Most supportive team members, everyone collaborates and works to make the best product and provide the most value to our customers

Svantaggi

Nothing, I really love it and am so grateful for this company and these people

1,0
13 mag 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

There are talented people on the team who genuinely care about the work, the customers, and building something useful for small businesses. The mission has potential, and there are pockets of strong collaboration across creative, marketing, and product.

Svantaggi

The biggest issue is trust. Employees have been asked to continue working through repeated payroll delays, shifting timelines, and unclear communication directly stemming from the CEO. Promises about pay dates have not been met, and updates often come late or without enough detail for people to make informed decisions about their jobs, finances, or benefits. There is also a disconnect between the urgency being placed on the team and the company’s ability to meet its most basic obligation: paying employees for their work. Asking people to stay “heads down” and deliver while payroll is missed creates a serious morale and leadership problem. Communication needs to come directly from executive leadership, especially during moments this serious. Employees should not have to piece together information through side conversations, Slack messages, or secondhand updates...they also avoid this at all costs.

5
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