The talent selection has changed for the worse. The bar is much lower than before, and while there are still amazing people getting in, that used to be the rule and now they are the rare exceptions.
Staffing has lots to improve. Starting with making themselves accountable for the stress they cause by making bad staffing decisions. There is a lot to reflect on how people leaving the company is in part for where they are staffed in, for how long, and the little or none recognition they get. Teams starting new engagements are full of people with only weeks in the company, therefore, people with more tenure have to carry the onboarding and level up capabilities. Some teams are led entirely by new hires who then don't have the right tools to make engagements work and as pressure only increases, they bring someone with more tenure to "save the project" (verbatim). Having been in that terrible position myself, the expectations, pressure and stress are just too high for the inexistent recognition in return.
You have to constantly advertise what you do to "make your efforts visible" (verbatim) to the bosses, even though they are the ones assigning you to teams with well known issues.
TW hasn't adapted its consultancy model which keeps trying to rely on agile and having one of the agile manifesto writers in times when it's not a differentiator anymore.
Social justice was practically taken out of the equation after the acquisition.
TW advertisement of being a "premium consultancy" clashes with employees' compensation being a galaxy away from being premium.
Compensations are poor or inexistent, not at all comparable to what other companies are offering since the benefits from before the pandemic are not applicable anymore (and salaries have been historically low). Saying that ThoughtWorks offers more than a salary has become old and hypocritical, since the company is not offering other benefits either.
