"People first" is just a cheap slogan used to hide that people are just an asset here to achieve money. Mental health don't matter at all, and this is a place that will burnout its employees without a blink. There are far better and healthier places to work in and grow.
- C-level directors are just a group of CEO's friends and partners from companies Factorial has bought that are put in high role positions due to strategic deals and promises, with no skill whatsoever to manage people or to craft a quality product. They will shake all teams and structures whenever numbers aren't up to their unrealistic expectations (every 1-2 weeks)
- The working environment is stressful and toxic. Unrealistic expectations that the CEO and C-level will blame their teams for not achieving. They also use gray legal areas like black lists of people to fire ASAP whenever it's legal and safe for them, and active mobbing and gaslighting, while they make your achievements look as if they were someone else to justify their layoffs. Factorial's answer to this is a vague "we have high standards that are not for everybody". Apart from the gaslighting, these standards are good for nobody
- Never reaching goals feeling. Almost every 1-2 weeks C-level share the same nonsense unmotivating message, arguing facts like "goal is 300% growth and we achieved 295%, this is unconceivable", and then proceed to break all teams and reshape all goals without caring about any opinion
- Disagreeing with the CEO or simply having a different vision of doing things means ending up automatically into the black fire-asap list. CEO just wants a hive mind that executes exactly his vision
- Effort and progress are not recognized, and career path just exist for people in the lower tiers (Junior and Mid). Performance Reviews are just used as excuses to fire people. Goals are never set, constructive feedback doesn't exist at the C-level, and there are a ton of inexperienced finger-appointed Middle management roles who can't add the right value either in product development nor in engineering growth
- Onboarding is nonexistent, and there is no guidance at all on what is expected from any role
- Factorial wants their teams to think that every domain is a small startup each team member should run as their own. The reality is that the CEO doesn't trust any of his teams, while he sees himself as the brightest genius who has all the answers and market targets clear, without really having any numbers or facts to support his vision. He also uses this to punish teams that are not following the exact path he has in his mind
- People are not first, nor do they care about their evolution into what the company needs. A minor mistake means being actively mobbed until running away from the company becomes the only option, and they can avoid the legal and economic implications of it
- Lowest salary in the market, compensated through variables achievable via unclear goals they change every week because they think "making the worker feel the impact of the company not performing up to the unrealistic expectations will keep them motivated"