Arm reviews

- A hot political mess and dysfunctional. Management injected into everything for the sake of it just because there is a requirement to double headcount. These people just pass the same message around all week in an infinite loop then go home at 3pm on Friday - Same amount of work before the buyout, less time given to do it, and with more people. Everyone is therefore competing for work and really doing very little, and being constantly monitored on every task. "We are AGILE" is the usual condescending excuse. - The revenue is NOT increasing, in fact it is dropping. But because of the acquisition this has enabled the internal structures to sneer at anyone who dare criticise how bad the culture is and promotions for all the "yes-men" who roll over for belly rubs. - Rampant presenteeism. Despite everyone doing very little work beyond the main flagship products, everyone needs to be at their desk a lot to make it seem like they are doing something. It's as if the executives could walk in any moment, but they are in the US polishing their new tesla. - Micro-management. Managers will be assigned to everything, they will now be dictating everything through their medieval torture tool known as JIRA. This has killed off every inclination for engineers to actually innovate, and led to pedantic workers and attrition of really well respected people. The solution is to over-hire graduates and just throw them into the fold. - Tribalism. Like any "diverse" culture you will just see pockets of a few specific nationalities. The older employees are less tribal but the constant dysfunction has made people inward thinking. This leads to a lot of clear bias if you have the misfortune of not being the correct nationality.

As many products are matured, not many challenges nor opportunities for growth. Self serving management, constant reorg only to promote managers. Many managers, sometimes it is hard to figure out some managers function. Although a global company, lack of awareness among managers and engineers about this fact and have unfair expectations on behaviour and communication(English) irrespective of people's origin, unconscious/conscious bias is seen. Key to career progression is visibility, visibility and visibility. Being difficult to work with and micro management gets you recognition. Lots of useless process, using of Agile where it is not suitable for example.