Toxic company culture - Anonymous employee Bellesa Employee Review

Some Fridays off but they expect you to work weekends Team is fun but competitive

1. **Sketchy policies and no real job security:** A lot of the company policies feel questionable. People don’t really “quit” — they’re let go over small things, so it doesn’t feel stable at all. 2. **Constantly changing goals:** Priorities shift all the time with little communication, so it’s hard to keep track of what actually matters. 3. **Pretty high-stress environment:** There’s a lot of pressure to hit targets, and the CEO can message you out of nowhere with urgent, last-minute requests. 4. **Very little team visibility:** Teams don’t really communicate with each other. There were basically no cross-functional meetings the entire time I was there, which made things feel really siloed. 5. **Questionable influencer work:** You’re asked to run campaigns that go against platform guidelines, so posts get taken down after launch. It wastes time and can hurt your relationship with influencers. There can also be pressure to downplay or not fully explain what’s going on.

Remote and woman led company

The biggest issue at this company is ongoing disorganization, which directly leads to unrealistic timelines and frequent last-minute changes. Tight turnarounds are rarely the result of genuine urgency and are instead caused by a lack of planning at the leadership level. Significant changes are often introduced at the eleventh hour by individuals who do not fully understand the scope, time, or labour required to implement them. There is a strong expectation for employees to give everything to support the company’s highest revenue-generating areas, yet little advance planning is done to make this sustainable. This results in a constant sense of artificial urgency and places ongoing pressure on teams to compensate for poor planning. When employees raised concerns about unrealistic timelines or unsustainable workloads, there was little room for productive discussion. Pushback was often met with dismissal rather than collaboration. This approach discourages open communication and prevents meaningful problem-solving. Staffing is another major concern. Turnover is high, the average tenure of one year should have been an early red flag. When employees leave, it can take months to replace them. The same level of output is still expected while being short staffed, even during the busiest times of the year. These bottlenecks are not adequately addressed and often lead to burnout. Overall, workload expectations do not align with available resources or internal structure, leaving employees to manage the consequences of decisions made without sufficient foresight.