Sleek reviews about "career progression"

- hard to connect with remote colleagues - slightly outdated office space

- Turnover is high - No proper training, onboarding, and lack of career progression - Less direction and guidance from management

1. Career Progression - Depending on which department you are at, you may have no title changes for many many years. Promotions are quite rare. People usually parachute into roles, and people internally don't seem to be ready to step up anyways because personal/career development is non-existent here. 2. Middle Managers - Very weak middle managers. Many of them are not well-equipped to make the jump from individual contributers to managers in the first place. Constant tai-chi and referring to people above, no much effective decision making made at this level. No people skills sometimes. 3. Culture of not firing fast enough - Culture is not a priority. You can let managers/HR know that people are toxic and not a good fit, but management seems to prefer moving them around vs outright firing them. I know colleagues who left because of toxic managers/other colleagues, and these toxic people have been complained and flagged many times over. 4. Comms - Communication is weak. Monthly meeting is interesting where they cover useful business topics, but you have CEO threatening "bonus is optional if you see training as optional" and all that stuff. Really...? Culture eats strategy for lunch but feels like my CEO going to eat my lunch instead. 5. 20% of people doing 80% of work - Very obvious here. But it's also because some senior people/managers in the 20% refuse to pass down knowledge. Obvious department is IT where it's CTO+ 2 or 3 wheels, feels like IT dept is very weak when we are supposedly a tech company. Only useful when you go direct to CTO to ask. 6. There is no passion, there is no vision but there is aggression. I don't know what I'm working towards, the goalposts keep shifting, but I'm expected to hit my new targets. 7. Below market rate pay - Start-ups can't afford to pay much, but they structure your pay as a fixed base and bonus to make you feel better, but the bonus is up in the air and can be taken away. So the basic ends up being really low. 8. Feels like they have a KPI to get people on a PIP. Other companies’ top performers make up 10% of the workforce. Sleek's 10% comes from PIP staff. 9. Reorg every other year. And yet the the org structure still hasn't reflected the last one.

- Not clear career progression

While structural growth pathways exist, there is currently a gap in formalized annual career development discussions at the departmental leadership level. The absence of structured one-on-one development planning may limit opportunities for strategic career alignment and succession planning.