Clio

• Many smart and hardworking colleagues across the company.
• Some individuals truly care about doing good work and supporting customers.

The culture has shifted in a direction that feels increasingly unhealthy. There is a noticeable “bro culture” dynamic where leadership and influence are concentrated among a fairly homogenous group. In practice, this often means that the perspectives and decisions of men — particularly White men — dominate the culture and leadership style. This can make the environment feel exclusionary and dismissive of other viewpoints.

The company also does not appear to invest meaningfully in its employees. Benefits have not been meaningfully updated in many years, and there is a general sense that employee well-being and long-term development are not priorities. For a company that positions itself as people-focused, the day-to-day reality does not reflect that message.

Engineering teams face constant pressure due to unrealistic timelines, too many parallel projects, and limited planning support. Work that should be handled earlier in the product process often falls onto engineers, which leads to constant context switching and unnecessary stress. Teams frequently feel like they are scrambling to keep up rather than building thoughtfully.

There is also a disconnect between leadership messaging and reality. Teams may be told that timelines are flexible or that feedback is welcome, but when people try to raise concerns or adjust plans, the reaction can be defensive or dismissive. This creates a culture where people feel hesitant to speak openly.

Management quality is inconsistent, and in some cases managers appear underqualified for the roles they hold. This leads to poor planning, lack of accountability, and decisions that negatively impact teams without sufficient understanding of the technical or operational realities. The result is frustration and burnout among employees who are trying to do good work despite structural challenges.

Invest in your people. Update benefits, prioritize employee well-being, and create clearer paths for growth and development.

Improve the quality and accountability of management, and ensure leaders have the experience and skills needed to support their teams effectively.

Finally, take a serious look at the internal culture. A more inclusive environment — where diverse perspectives are respected and employees feel safe raising concerns — would go a long way toward rebuilding trust.