Great company with toxic culture at the top. - District Sales Manager RAB Lighting Employee Review

As I complete 9 years at RAB Lighting, I can genuinely say the journey has been incredibly fulfilling and rewarding. Like any long-term experience, there have been ups and downs, but the overall trajectory — both for the company and for me personally — has been one of steady growth. RAB truly cares about its people. From promoting a strong work-life balance to offering competitive benefits, the company ensures its employees feel supported and valued. One of the things I’ve appreciated most is how quickly RAB starts to feel like family — warm, welcoming, and collaborative. The culture here is built on openness and mutual respect. There’s always space for honest conversation, and your voice is not just heard but genuinely valued. The collective effort that everyone puts in is inspiring — not out of obligation, but because people care deeply about the work and the company, and that feeling is mutual. I'm proud to be part of a place that invests in its people, believes in growth, and maintains a healthy, respectful work environment. Here’s to many more milestones ahead!

There are some areas that the management needs to focus on. The company is growing at a very fast pace. Existing systems and processes may struggle to keep up with increased demand, leading to bottlenecks, delays, and work quality issues. While these are some of the challenges that most fast growing businesses would face, things can't be ignored. I hope we can all work together to find a right balance & hopefully we can come up with better solution.

•Provides a steady paycheck. •Some individual contributors are talented and supportive, but they’re limited by the culture.

•CEO: Shows extremely poor judgment and very limited leadership experience. Consistently makes bad business and people decisions, leaving the company without vision or direction. Lacks basic people skills, fails to inspire trust, and creates a demoralizing, disengaged workplace. Frequently tries to inject his own personal values into the business — values that are not practical or realistic — and forces them without integrity, neglecting the employees directly impacted by these choices. •CTO: More focused on keeping his owner satisfied than on genuine engineering leadership. Spends energy reinforcing imposed narratives instead of addressing team needs. Routinely sidelines employees in biased and discriminatory ways and fails to intervene when bullying or mistreatment happens right in front of him, leaving staff unprotected and unsupported. •Discrimination: Equal opportunity standards are not consistently applied. Employees often feel treated differently by gender, race, or age. •Diversity efforts: Surface-level gestures with no meaningful investment, leaving staff feeling unsafe and unsupported. •HR issues: HR functions mainly to protect management rather than employees. Concerns are ignored until after resignations, making HR effectively useless for staff support. •Understaffing and workload: Open roles remain vacant while employees are expected to absorb extra responsibilities without fair compensation. •Career stagnation: The company provides jobs but not careers. Professional development is delivered in a one-size-fits-all manner, with no investment in individual goals or paths. Employees are left with little training or meaningful long-term growth opportunities.