Eames Group Reviews

A remote controlled business from the UK that stifles and disrespects local initiative, and disregards valuable insights from the ground. The Performance Improvement Plan (PIP) is a farce, failing to grasp Hong Kong's emphasis on relationship-building and networking. Outdated KPIs reign supreme, with repercussions for those who deviate, and enforced by distant figures in the London office. The C-Level executives are great if you value generic out dated advice, with absolutely zero insight (or relationships) into the market or customers. For a global company there is absolutely nothing to leverage from a sales or client perspective. End result is a market leading attrition rate and a reputation that matches. I expect to see the marketing department add some 4-5 star reviews around this in attempt to water down the negativity but don't be fooled. Hong Kong is very small, ask any current or former employee (of which there are many to choose from) and you'll get a similar assessment. Anything good (and there are and have been pockets) has been created individually and those people never stay long.

- My ex- boss was more focused on his personal life (including Tinder dates during work hours) than actually doing his actual job. - You're expected to perform at a high level from day one, but they don’t actually invest in proper training or career development. If you struggle, instead of support, you get pressure. - There was no real mentorship, just pressure to hit unrealistic KPIs with little guidance. - A white-dominated boys’ club with a toxic,hierarchy that crushes anyone who isn’t part of the inner circle. The commission structure is an absolute scam, designed to squeeze every ounce of effort out of employees while paying them crumbs. On top of that, the place is a warzone—constant infighting between teams and power-hungry division leaders drags consultants into pointless conflicts, making it impossible to focus on actual work. It’s a chaotic, backstabbing mess where success is based on favoritism, not talent. - There’s an expectation to attend after-work socials, and if you don’t, you’re subtly excluded from opportunities. It felt less like team bonding and more like an obligation. - People don’t stay long, and it’s easy to see why. Instead of addressing the reasons employees leave, management just hires replacements and keeps the cycle going.