Wouldn't recommend working here to my worst enemy - Software Engineer CreateFuture Employee Review

Thank you for taking the time to share this. I’m genuinely sorry that this has been your experience at CreateFuture. While your feedback is difficult to read, it matters and I take responsibility for how people feel inside the company, particularly when individuals can experience differences from what we see more broadly across the organisation. You’ve raised serious concerns about leadership behaviour, culture, burnout, pay and psychological safety. I want to respond to these directly, given the importance of these topics. On leadership behaviour and support for managers: We’ve put real focus into strengthening our manager and leadership layers in recent months - promoting new line managers, creating more leadership capacity, and supporting managers who were stretched. If there are instances of poor behaviour at any level, we need to hear about them so we can act. That standard applies equally to senior leaders as it does to managers. I also want to be explicit that when behaviour crosses our cultural line, we take action - and do so swiftly. That applies to anyone in the organisation, at any level, and equally to how we expect to be treated by clients. There’s no ambiguity about the standards we hold ourselves to. On burnout and a “culture of fear”: The move to more complex, outcome-led consulting has been a shift, and I recognise it hasn’t felt the same for everyone. We’ve been supporting people through that transition because this type of work is demanding and isn’t always the right fit for everyone. But I do want to be clear: we do not operate a culture of fear. Our eNPS, stay interviews and ongoing surveys simply do not reflect that narrative, and we work hard to foster a culture where people can speak up, challenge, and feel supported. That said, if even one person feels otherwise, we need to understand why and address it. On strategy and direction: We have a clear strategy - Elevate28 - co-created and delivered by the senior team. We review it openly at All Hands, leadership sessions, capability updates and through our financial and pipeline reviews. During periods of transformation, things can feel fast-moving, and I take responsibility for that. But the direction has been consistent since we launched it in January, and we communicate regularly and openly. On the suggestion of gender-based discrimination: I want to be absolutely clear: discrimination of any kind has no place at CreateFuture. If anyone has experienced or witnessed behaviour that raises concern, including the example you mention, they should report it - anonymously if needed - so it can be fully investigated. We have established and communicated processes to ensure that these investigations are conducted thoroughly and with integrity. On the People Team: Our People Team’s purpose is to support individuals - not to police them. They have been alongside many people here through bereavement, illness, family crises and genuinely difficult periods of life. Their work is grounded in care, fairness and support, and I stand behind them fully. On pay and expectations: We postponed the inflationary pay rise earlier this year and were transparent about the reasons and the conditions required to unlock it. While disappointing, we delivered a company-wide bonus and continued progressing promotions and salary adjustments across the year. Expectations haven’t been arbitrarily “climbing”; they have aligned with the shift to a consulting-led model where outcomes and client value matter. I’m sorry that this has been your experience of CreateFuture, and it’s important that we learn from it. At the same time, I want to reassure anyone reading that we’re listening, we’re acting, and we’re committed to building a company that is supportive, fair and ambitious for everyone. We’re not perfect, but we are improving - culturally, structurally and operationally - and that remains a core priority for me and the leadership team. Thanks Euan, CEO