Rakuten

Free lunch, a gym, and most of the engineers are nice.

• The department director told us that sometimes people without qualifications in data science have better results than scientists with master or doctor degrees.
• They promote new graduates in unrelated fields to management positions, which causes highly qualified engineers to quit. Sometimes entire teams leave the company in less than 2 years (senior managers, team managers, product owners, scrum masters, data engineers, front-end engineers, and everyone).
• They change the department team configuration each quarter. They rotate managers, leaders, and engineers every time, making it difficult to aggregate value for the company.
• The managers change every quarter, making it very difficult to have an efficient employee evaluation. For example, the definition of success changes, making it difficult to know what is deliverable, success, failure, and the direction of the project.
• They promote people based on stereotypes or friendship. This is what makes good workers quit. I saw one engineer who was unhappy with the company working on his own application (for his second job) during work and doing bad designs (knowing that they are bad designs) for the company and destroyed the entire project. Since the managers do not understand technical things, he blames the team members and promoted this engineer to manager without knowing that the cause of project failure was this bad engineer. They promoted him because he had a good reputation before joining this team. Result, everyone quit the company.
• They pay the highest salary just because the new graduate has an MBA. I think it is okay to accelerate the career path for those who show good results. But, I saw several cases where in 2 years they did not accomplish anything at all. This is an extension of the employee evaluation process plus bad directors/managers.
• For some reason, bullies are promoted and honest employees get more responsibility without promotion. I saw one team leader who just read emails all day, does not accept responsibility, always blames his team for failure, manipulates the truth for his benefit, and bullies getting promoted to manager. I saw honest people with their careers and reputations destroyed by them.
• Most projects do not complete because all key personnel left the company. What are left are the manipulators which do not have real skills.

HR, try to contract honest and hard-working people.

Try to identify people who are dishonest, manipulators, and have no skills.

Stop doing marketing showing those manipulators like successful people in promotion videos on LinkedIn. It just incentivizes real workers to quit the company.