Job Security & Bench Policy: There is a strict 12-week window for project placement, after which redundancy becomes a risk. While this reportedly happens rarely, it creates an underlying sense of instability for those between assignments.
Forced Employer Branding: There is significant internal pressure to provide positive public sentiment and reviews. This can feel performative and detracts from a culture of genuine, organic feedback.
Operational Inefficiencies: The internal systems are outdated and cumbersome. Furthermore, the IT support model is strictly ticket-based with slow turnaround times - often taking up to two weeks for simple resolutions - which hinders daily productivity.
Post - Acquisition Culture Shift: Since the acquisition, the previously strong, people-centric culture has noticeably faded. The environment now feels more impersonal, and a "number-not-a-person" mentality has begun to take hold.
Internal Friction & Politics: Integration efforts have left some lingering "us vs. them" dynamics. There is a perception of favouritism toward legacy employees when assigning to projects, which can create friction for new staff.
Stagnant Career Growth: It is increasingly difficult to spearhead new initiatives or gain recognition for individual contributions. This, combined with below average wages and outdated personal development processes, makes long-term career progression feel limited.