Toxic performance culture disguised as high standards
Pros
•Recognized brand name that looks strong on a resume •Some incredibly smart, supportive peers who genuinely want to help each other succeed •Access to executive-level conversations and exposure to major tech vendors •Strong onboarding and training programs early in your tenure
Cons
•Leadership and culture have become increasingly toxic, performance management is often punitive rather than developmental •Performance Improvement Plans are frequently used to push people out, not to help them improve •Lack of consistency in management — your experience depends entirely on who your manager is •HR claims to support fairness and inclusion, but will almost always side with management regardless of evidence •Unrealistic expectations with moving targets and constant micromanagement •Burnout is normalized and turnover is extremely high, especially among strong performers who simply get worn down •Little recognition for the people actually doing the work; upper management is out of touch with day-to-day reality
