Absolutely worst experience - Avis employé Data Team Roshn Real Estate

Good as comfortable place to work in

Learning curve can get saturated sometimes

Visionary Backing and National Importance: Being a PIF-backed giga project, ROSHN has a strong mandate tied to Vision 2030, offering a sense of purpose and national pride in contributing to the Kingdom’s transformation. Exposure to High-Impact Projects: Employees like yourself get to work on large-scale, high-profile developments involving residential, commercial, and public infrastructure. This provides excellent experience in strategic planning and stakeholder coordination. Cross-Sector Collaboration: Your role shows how ROSHN deals with multiple authorities like RCRC, SM, and AMANA, which gives employees valuable experience in regulatory navigation, public-private partnerships, and government relations. Room for Leadership and Ownership: The flat and fast-paced nature of the company often requires mid-level managers to take initiative, lead negotiations, and shape outcomes—something that suits professionals with a strong sense of ownership. Rebranding and Culture Shift: With the recent rebranding and shift toward a more modern identity, there’s an emerging sense of innovation and reinvention that may lead to new growth opportunities internally.

Process Ambiguity and Bureaucratic Friction: As shown in your experience with permitting and documentation, internal alignment with external authorities can be slow, and decisions can get stuck in administrative loops—causing frustration and delays. Evolving Organizational Structure: As a still-young but fast-growing company, ROSHN’s structure is not always clear or stable. Shifting responsibilities and unclear chains of command can create confusion in project execution. Workload and Pressure: High expectations, tight deadlines, and continuous coordination with consultants and regulators can lead to burnout, especially when processes are delayed due to external bottlenecks. Communication Gaps: Interdepartmental communication, especially between technical teams and executive leadership or external stakeholders, sometimes lacks transparency or speed—leading to rework and inefficiencies. Limited Focus on Professional Development: While the company offers exposure to big projects, formal programs for leadership development, training, or international benchmarking could be more structured to retain top talent.