Deel reviews

- Managers are more interested in asserting dominance than in nurturing talent - Zero guidance, expect vague directions and bewildering expectations that change by the hour - Work-life balance is a joke, as well as 'unlimited PTO' - you will sacrifice evenings, weekends, and even vacations - No opportunity for career growth, the only growth you'll experience is in your resentment and frustration - Low salary and no benefits

HR processes (except for hiring) and people management culture are grossly underdeveloped. Promotion criteria seem to be determined by your manager and most often are quite abstract, no clarity on levels for progression in roles. I tried asking my manager about the promotion criteria for my role but they never got back. Not only that, but in some cases there's no commitment to course-correcting feedback or growth mindset in company culture. My contract was terminated seemingly out of the blue without any related feedback prior. I was completely blindsided. In contrast, I received positive feedback from the team I worked with in the past 4 months. We also had regular 1-1 check-ins with my manager, and I had a conversation around promotion criteria (for the 6-12 months perspective) with them 3 weeks earlier - the feedback I recieved from them was generally positive, and it's hard to believe they didn't feel the need to share that they saw 'room for improvement' at any earlier point. I would expect if an employee is missing the mark the company response should be to communicate it to them with specific expectations and give a chance to grow. I can't believe there was no better resolution course, given how determined I was. I was told the reason was they expected someone more senior but I feel this is something to be easily corrected through feedback by addressing specific examples. Knowledge sharing (at least in this particular team) was not working either, so there's no way to compare yourself to others, you pretty much have to rely on feedback or team KPIs (and ours seemed to be doing well). All of this happened outside the performance review cycle, which I find odd - isn't assessing the results from multiple people's perspective (360 review) and determining course-corrective measures if needed pretty much one of the objectives of performance review? My termination occured less then 5 days before the the first deadline for the review was set. You could say startups operate fast and are scrappy in ways, but this is something else.