There is little to no emphasis on merit. It is common to see far less experienced individuals directing professionals who are significantly more senior, which creates ongoing frustration and erodes professional respect. It raises a broader concern about the value of experience when tasks are assigned without adequate context or understanding, and there is limited room to question or challenge decisions, as feedback is often perceived personally rather than constructively. When concerns are raised or decisions are questioned, management tends to single out the individual, leading to undue scrutiny and a pattern of targeted treatment rather than open and healthy discussion.
Their decisions are heavily influenced by a closed inner circle that feeds selective and often unrealistic information to the CEO. This has created a complete disconnect between leadership perception and actual execution. At the same time, genuine contributions go unnoticed, while credit is conveniently claimed by those closer to power.
Anyone planning to join from outside should be extremely cautious. Be prepared to be consistently undervalued, ignored, and unappreciated. Efforts will go unnoticed, and recognition or even basic acknowledgment is almost nonexistent.
HR appears to have very limited effectiveness and autonomy, with little visible authority to address employee concerns or manage even basic workplace issues. Their role and impact are not clearly evident, as most of their activities seem to happen behind closed doors, with minimal visible contribution to employees.
They started with big ambitions, promising growth, transparency, and opportunities while bringing in talent from outside. Today, they are slowly drifting into irrelevance, though they may not even realize it, as leadership remains surrounded by a controlled narrative. The environment is now driven more by fear of losing existing projects than by any vision to build or grow, reduced to merely sustaining what already exists rather than creating anything meaningful.
