Vantaggi
-The company is well positioned to own a unique space as an alternative customer acquisition channel, especially as brands look beyond traditional growth levers.
-Director level employees and below really work well together and have created a unique culture
-Working with new brands and existing clients gives you a unique opportunity to really learn and expand your network
Svantaggi
-CEO struggles with interpersonal communication and emotional awareness, often leading with pressure rather than vision.
-The CEO has churned through administrative support repeatedly, rarely taking accountability for the pattern. His approach shows a lack of self-reflection and makes it difficult to retain team members in support roles.
-A single leadership hire has had an outsized negative impact, resulting in the loss of 6 employees through resignation and termination since January 1 2026.
-The decision to flatten the org has effectively eliminated growth paths, negatively affecting morale and long-term engagement.
-In all my time here, I never received a single performance review—leaving employees unsure of where they stand or how to grow.
-A predominantly male leadership team gives off an “old boys’ club” vibe, and treatment of employees can feel uneven based on gender.
-The head of the revenue team has chosen to flatten the organization, resulting in minimal one-on-one engagement, no KPI meetings, and no regular team touchbases. Most communication happens exclusively through Slack, highlighting a gap in experience leading the company’s largest and most impactful team.
-Frequent sarcastic remarks reflect a leadership team that is often oblivious to employee experience and organizational issues.
-CEO lacks understanding of team motivation, framing employees as “passengers” vs. “drivers” and suggesting getting rid of “passengers,” which comes across as bizarre and demoralizing.
-In the last 18 months, the revenue team has seen significant turnover, with account managers and salespeople leaving at a rapid pace. This pattern suggests the issue lies with leadership and organizational approach, not the talent being hired.
-The company is still trying to find its footing, frequently hiring from competitors to replace existing team members rather than focusing on improving the product and scaling effectively. Expansion into the UK and APAC feels premature, as the company hasn’t yet figured out how to fully own and scale in the US, resulting in a chaotic and immature environment.