Sobre todo debido a que pasan contratando a exdirectivos de Meta recientemente despedidos. UUn colapso del liderazgo con cero coherencia, rotación frecuente y constante flexión de nuevas posiciones de poder que conducen a una cultura horrible en el lugar de trabajo. Las decisiones del último año han sido un desastre porque el lugar entero es un desastre.

Reseñas de Glassdoor:

>The environment is very toxic and the 1 and 2 star reviews are very accurate. I wouldn't be surprised if the recent slew of 5 stars were planted on purpose because Discord really cares about the ratings it gets on here. Over the past 12 months I've really seen company culture plummet. First, we have constant turn over of leadership (especially with woman) and strategy which means that everyone gets wildly mismanaged and it creates a dog eat dog environment where there is no set direction for where our strategy is going. A lot of the managers who come from FAANG (Meta in particular), Snap and Zillow, have no desire to actually manage those who report to them and spent a lot of energy reiterating insights about our customers that we have understood for almost 2 years. The focus has turned from creating a premium product experience to creating an identity-less app that can be replaced with iMessage.

>Leadership is green and have no clue what they’re doing. Everything is perceived as urgent so there’s always more work piled on with short deadlines without flexibility to deprioritize other work. So many employees are taking mental health leave because they can’t afford to not have a job but they also cannot work in an environment this toxic. Not a disability friendly culture - there is a general lack of consideration in all their people programs besides the events for people with disabilities especially those who are neurodivergent. Talent development is a joke - our performance management program is one-sided and doesn’t fairly evaluate all faces of an employees performance. You are not able to share your opinion and often times give feedback openly otherwise you’re considered to not have a “growth mindset” or you’re perceived as “not having good intent” yes this goes into their performance management. There is a ton of favoritism - other people who are under-qualified being promoted or being recognized/taking credit for other peoples work. You can’t trust the HR team especially the HR Business Partners at all. They’re practically useless and cover the tracks of their friends who are toxic managers. Anything you tell them is not confidential it’s actually used against you in your performance management. They say they have a high performance standard now (lollllol) but toxic managers are never held to the same standard. They say care about people but it’s all a talk track I don’t even think they have a clue what the first step for caring for people is. Stay away from this place if you value your mental health.

>They laid off or pushed around 6% of the workforce to leave this year so far. The PIP and performance review process just doesn’t exist for some departments. You can think you are doing fine but still be let go for performance without ever hearing from your manager until it’s too late. WLB is getting pretty abysmal. The departments that need resources and headcount are just being told to work harder instead, burn out is real among many employees. We have been in this “hyper growth” crunch with no real growth to show for it and barely any recognition of quality work.

>Over the past year we have seen our chief people officer leave, chief operations officer leave, and have stacked our recruiting leadership team with individuals who are all from the same former company. There has been no effort from leadership to understand our product or culture and they are actively looking to sanitize it to something familiar to themselves instead. Leadership has been missing meetings and has been absent over the past couple of months, which signals a lack of care and apathy. Recruiting leadership has created an environment where if you ask questions you are micromanaged and punished for speaking out. Middle management has been heads down and encouraging us to push through but the writing is on the wall. We live in a culture of fear.

https://archive.ph/asyPC