Avantages
-Many opportunities to work on multiple projects
Inconvénients
-Leadership is highly problematic across multiple levels. The CEO has a pattern of micromanaging and communicating in a way that is often demoralizing to employees. In several cases, employees who needed to step back due to stress or burnout were met with pressure or threats to their job security rather than support, which further contributed to an unhealthy work environment. -There is a lack of strong, accountable technical leadership. Decisions are frequently given by guesswork and over-reliance on AI-generated solutions that do not align with best practices or official documentation. -There is a culture of blame-shifting rather than accountability. Work is often criticized when broken, but credit is taken when others fix it. -Operations leadership treats employees more like replaceable assets than people, creating a negative and uncomfortable work environment. -Client expectations are often misrepresented. There is a consistent gap between what is promised and the actual quality delivered, and developers are pushed to accept lower standards. -The company recently lost a highly valuable and knowledgeable team member, and there has been no real effort to replace that level of expertise. As a result, overall engineering quality has significantly declined -Compensation is not competitive, and there are concerns around transparency and consistency in pay. Agreements can change, and recent reductions in pay have further damaged morale. -The "fractional CTO" provides little meaningful technical or strategic direction. There is minimal effort to understand business or engineering context, frequent contradictions in guidance, and limited hands-on contribution, while still taking credit for team outcomes. -Overall direction of company feels unstable, with a noticeable downward trend in both culture and technical quality
