Nutcache Reviews

➡️Micromanagement – Management exerts excessive control over employees’ tasks, leaving no room for autonomy. Employees are required to log every hour of their workday into a timesheet system, sometimes without even being granted basic 15-minute mental health breaks. The office is also filled with surveillance cameras — including audio recording — under the pretense of security, though the intent is clearly to monitor employees closely. ➡️Lack of transparency – Major decisions are made behind closed doors with minimal to no explanation. Clocking in and out suddenly became mandatory without proper communication. Employees were forced back into in-person work, and Uber rides previously provided as a benefit were cut with no justification. ➡️Ignoring employee feedback – Employee suggestions and concerns are regularly dismissed. Staff are asked to create marketing plans or conduct market research, only to be told the work was “excellent” — and then the results are ignored entirely. Many of these initiatives received widespread negative feedback internally, but headquarters in Canada simply responded: “The decision has already been made.” ➡️Favoritism – Clear preferential treatment is given to developers in Canada, creating a toxic sense of competition between teams. HR advice from the Brazilian office is routinely ignored, and the CEO often proceeds with decisions unilaterally. The Brazilian office is heavily surveilled with numerous cameras, while the Laval office has none monitoring employees. ➡️Lack of recognition – Employee achievements and efforts are often overlooked or dismissed without acknowledgment.

There are immense problems with micromanagement, inequality in the treatment of employees (way of communicating, salaries and benefits, inclusion in events), systematic encouragement of in-fighting between teams, promoting a toxic and hostile environment, outdated and slow work equipment, and being an intrinsically nepotic company, with lots of family drama from the owner intoxicating the company. Many of those problems were already very relevant years ago, and today all the flaws described above are more valid than ever, if not exacerbated. But in recent months, a whole new range of problems have surfaced. Promises of flexible work models were shattered, with a full company-wide mandatory return to office, all the while transport allowances were simultaneously cut. This process was drastic and unexpected, and there was a complete lack of preparation on all parts of management, causing an immense feeling of distrust, insecurity and neglect. RTO, by the way, was only implemented in the brazilian office at the moment, for reasons unknown. Brazilians recently also were made required to clock-in and out every day, through facial recognition at the office. Those have not been applied in the canadian office, though wouldn't be surprised if it comes soon. The monumental efforts made by the employees actually aggregating value to the company, despite ongoing efforts from the upper management to dismantle us, were recognized with at best a mere inflation adjustment, given only to the few who reached the highest tier of our annual reviews; to the majority, the raises were even more pathetic. In Brazil, the highest level was already covered by law, so really, there was no real incentive to do anything but the bare minimum. In Canada, some were penalized with further reductions from their raises because they were not going to the office at least twice a week, even though they were promised that they could keep working 100% remotely just less then a month before. With a staggering sharp increase in turnovers recently, rest assured it's because pretty much everyone realized we reached a point of no return. Do not bother listening to whatever lies they tell you when giving a job offer, just dismiss them right away.