Wouldn't Recommend - Recensione dipendente - Dipendente anonimo presso June Co.

I have been an employee at June Co for a few years and my experience at the company has been much different than these recent reviews. I feel obligated to speak up. June Co is a fast paced, entrepreneurial environment where you will definitely be challenged. There is a clear, published value system that is shared with every candidate during the interview process and candidates are asked if they are aligned prior to offers being extended. The owners are very transparent about the expectations. If you are performing, it is a very rewarding environment. On the flip side, if you are struggling to perform there will be a plan put in place that will feel like micro managing. This plan provides a lot of grace and a pathway to getting back on track. I have personally witnessed this. Separation only occurs when there is a failure to improve. The entire process is overly transparent. In regards to work/life balance I was curious about this so I did some math. The company provided over 250 additional PTO hours in 2025 via permanent 1/2 day Fridays, closing the office between Christmas and the New Year, and other miscellaneous office closings that don't require an employee to take their own PTO. This is on top of 120-160 accrued hours of PTO that employees earn depending on longevity. In total, that's 9-10 weeks of available PTO annually-a huge benefit and counter to the claim that there is no "work/life balance". Since June Co is a company that has critical business partners in SE Asia, it does require communication at night or weekends from time to time. Again, this shouldn't be unexpected as it is clearly communicated prior to accepting a job here. The owners have been generous, offering free food and beverages everyday. They provide as much flexibility as needed when dealing with personal issues like illnesses, etc. In conclusion, my experience at June Co has been excellent and I would recommend it to anyone with an aligned value system.

Room for improvement from an onboarding standpoint and overall processes

I genuinely enjoyed the work itself and found the role engaging and challenging, though I often felt I was covering the bandwidth of two people. Despite consistently putting in extra effort, the hard work did not feel acknowledged or appreciated by leadership. The day‑to‑day responsibilities allowed me to grow professionally, and I gained experience to carry forward. The position itself could be fulfilling in a healthier, more supportive environment.

While the company promotes a strong set of values, senior leadership does not demonstrate those values in practice. The culture is driven by micromanagement and fear rather than trust. Voicing concerns, offering differing opinions, or expressing stress around workload is often perceived as a lack of loyalty. There is no formal HR function, and expectations and boundaries are created and enforced inconsistently by ownership. Rules appear to change depending on circumstance or individual relationships. Favoritism is common, with some employees receiving flexibility or reduced workloads while others are discouraged from doing the same. Excessive hours are often expected, and personal boundaries—such as taking vacation—can later be used negatively in performance discussions, with time off frequently interrupted. Over time, shifting expectations and inconsistent treatment across individuals created ongoing uncertainty. Without clear policies or an independent HR support structure, these issues persisted, making it difficult to envision a secure, long‑term future with the organization. Turnover is high, and leadership appears unwilling to acknowledge their role in why employees continually leave.