Avantages
People I worked with were amazing, people I worked for were awful
Inconvénients
-Read the reviews chronologically before joining. The pattern is hard to ignore: detailed negative reviews are often followed by sudden positive ones, so candidates should not take the overall rating at face value, including ratings on other platforms.
-The company promotes a “flat hierarchy,” but most decisions still appear to flow through the top. Even basic operational needs can be delayed by senior approval, creating bottlenecks and making employees feel like they are not trusted to do their jobs.
-Work-life balance is poor, and long hours are normalized without meaningful recognition, recovery time, or clear follow-through on compensation. Leadership talks about growth, but day-to-day culture often feels more focused on time spent working than quality or sustainability of work.
-Speaking up does not feel safe. Feedback, concerns, or results can be dismissed or treated defensively, which creates a culture where people learn to stay quiet rather than raise valid issues.
-Hourly and operations employees seem to carry much of the burden and are not always treated with the same respect or flexibility as salaried employees, contributing to morale issues and turnover.
-For manufacturing, quality, or R&D candidates: ask direct questions about sanitation, facility standards, training, ingredient controls, compliance, and how issues are handled during normal operations. Other reviews have raised serious concerns involving animals near work areas, unapproved and expired ingredients in manufacturing, and non-kosher items labeled as kosher. Do not settle for vague answers; request a facility tour if possible.
-If you receive an offer, look beyond compensation. Ask about turnover, expected hours, decision-making authority, compensation follow-through, and how employee feedback is actually handled. Make sure the opportunity is worth the trade-offs before joining.