Checkout.com

Some good benefits, like free lunch. Good compensation.

This is not a merit-based company. Hard work and results go unnoticed, while promotions and rewards go to those who are part of the CTO’s inner circle. If you’re not in that circle, don’t expect recognition no matter how much effort you put in.

The culture is built on favoritism and politics. Advancement has nothing to do with performance and everything to do with how well you flatter leadership. It’s a tail-wagging contest, not a workplace that values talent.

Communication is practically non-existent. Major decisions that affect the whole team are made in secret and dumped on everyone after the fact. There’s always a hidden agenda, and employees are left guessing instead of being kept informed.

Always.

If you’re looking for a place where your skills and contributions are valued, this is not it. Unless you enjoy playing office politics and pleasing the right people, you’ll find this environment toxic and demotivating.

Stop running the engineering department like a private club. Recognize and reward people based on merit, not personal loyalty to the CTO. Be transparent about decisions that impact the team instead of hiding behind closed doors.

If you want to retain talent, build a culture of fairness, open communication, and trust instead of favoritism and hidden agendas.

The CEO needs to stop blindly trusting the CTO and actually review his decisions. Right now, the CTO’s poor choices and favoritism go unchecked, creating a toxic and demotivating culture. Recognize people based on merit, not on who flatters leadership. Start communicating openly and involve the team before making critical decisions. Transparency, accountability, and fairness are long overdue here.

I hope that management will start taking feedback and work upon them seriously, rather than just pasting some ready-made response just to show off.