AMS reviews about "layoff"

- Incredibly toxic management culture, operates as if they are Brookfield or another prestigious firm with culture of blame and lack of diversity but none of the prestige. - Long hours due to understaffed teams - Constant layoffs/restructuring as the CFO and exec team continue to communicate unrealistic targets to the board and use layoffs to hit their targets - Self preservation of exec team is incredibly apparent. - Complete lack of appreciation for any support function (HR, Finance, Marketing, etc.). Leadership will openly state their lack of importance. - Corporate bonuses never get paid out due to never hitting unrealistic targets (this obviously does not apply to the execs). - Declining financial performance as clients leave and the recruiting market dries. - Constant turnover. - This list could go on... truly a masterclass on how to destroy employee morale.

Leadership Unfair layoffs Unclear communication Unstable future

Layoffs regularly, redeployment process is a regular occurrence, zero job security, failed promises of first consideration for new roles post layoff

Cost is prioritised over actual value There is a consistent pattern of shifting roles to lower-cost locations without fully accounting for: • knowledge loss • delivery quality impact • increased coordination overhead On paper, it looks efficient. In practice, it creates a weaker system. ⸻ The operating model is becoming more complex, not simpler Work previously handled by one experienced person is now distributed across multiple individuals, often requiring additional oversight. This leads to: • slower execution • diluted accountability • increased dependency on coordination If more people are needed to achieve the same result, this is not optimisation - it’s inefficiency. ⸻ Leadership narrative vs. employee reality There is a growing disconnect between what leadership communicates and what employees experience. At a time when teams are dealing with layoffs, instability, and real financial pressure, leadership messaging can feel strikingly out of touch. Public-facing narratives that highlight personal passions and lifestyle contrasts only reinforce that perception. This isn’t about communication style - it’s about credibility. ⸻ High performers are not being retained There is no visible, consistent effort to: • protect experienced employees • retain high-potential talent • preserve institutional knowledge As a result, the people who hold the organisation together are leaving - and the impact is underestimated. ⸻ Shift towards a transactional model The focus is increasingly on output and volume rather than value and expertise. This risks turning a strategic service into a low-margin, low-trust delivery function.

Monthly layoffs Lots of team movement Inflexible

Incompetent management, bullying, intimidation and zero transparency Large-scale layoffs hidden under mutual agreements to avoid group layoffs Promotions based on favoritism, no fair opportunities Overworked, underpaid, no recognition, constant pressure

frequent layoffs, lackluster mid-management, unrealistic expectations

It is not anymore in my location as the company is moving services to low cost Asian countries. Absolutely no oportunities for promotions in Poland on the contrary the specter of layoffs. The same in US and UK.