Avantages
Great lunch in the office
Inconvénients
If you value meritocracy and transparent career progression, look elsewhere. Internal hiring here is political and unfair — only select roles are ever posted for internal applicants, while others are quietly filled through personal connections. Candidates with little to no relevant experience regularly receive promotions, not on the basis of performance, but on the basis of how well they've cultivated favour with those above them. It's demoralising to watch, and it's an open secret among staff. Mid-level management is largely the source of this culture. Many managers and directors appear unequipped for the responsibilities of their roles, making decisions that seem disconnected from business reality or the wellbeing of their teams. This is perhaps best illustrated by the targets — fewer than 20% of people consistently hit them, yet accountability never travels upward. When teams miss, it is always the individual who bears the consequences, never the managers and directors who should set the strategy, the expectations, and the conditions in which people are supposed to succeed. Rather than retaining talent, their approach consistently drives good people out. Attrition here is extremely high, and that's no coincidence. People don't leave companies — they leave bad management. The rate at which experienced employees exit should be a loud warning signal, but the same patterns continue unchecked. If you're considering joining, ask hard questions about internal mobility and management accountability before accepting any offer. Many of us wish we had.