Pros: Nice bonus extras. Awesome recruiting experience and company culture.

Cons: Remote working not as good as Spain-based ones.

Pros: Strong technical talent density: It attracts genuinely skilled engineers with solid expertise across teams. You'll work alongside capable peers who deliver quality code despite top-down created chaos. Team-level collaboration shines: Small pockets of authentic teamwork exist where engineers gel well and share knowledge freely. Excellent learning opportunities: The company provides great learning potential through massive tech surface exposure and perks. There is quick ramp-up on diverse systems and rapid skill acquisition across legacy-to-modern stacks, which is perfect for engineers wanting fast growth. Meaningful technical challenges: Interesting scale-up problems around form builders, analytics pipelines, and growth experiments provide real hands-on experience. Solid perks package: Competitive base salaries for an EU scale-up, hybrid and remote flexibility, gym and health benefits, and occasional team events create a livable day-to-day when politics stay contained. Growth exposure for juniors and mids: High churn creates fast promotion paths for adaptable juniors and long-term contractors, such as five-to-ten-year veterans, who navigate the survival mode effectively.

Cons: Persistent Hustle Culture Decade-long term reviews nailed it. This remains the core operating mode. Growth ambition leads to survival-first execution. A recent C-level reset in late 2024 brought a marginal direction improvement, but these are reactive organizational rebuilds from near-zero every three to four years, not a stable strategy. Catastrophic Turnover Reality There have been over 1,100 employees cycled through since 2012 versus a current headcount of around 300. Sixty percent of exits are involuntary through layoffs and leadership purges. Seniors, staff, leads, and mid-level employees churn every one to three years. Exits land at AI startups building Typeform killers. One shock equals collapse. Brutal Senior Elimination Cycles Clique politics choke newcomers. Fresh seniors get "do everything" isolation cleaning a 2012-plus legacy dump while daily chaos continues elsewhere. Friction leads upper management to axe high-performers without investigation. The clique stays. There is a power vacuum, a new "hero hire", and the cycle repeats. Innovation dies. No Structure, Communication Black Holes There are no team swimlanes, just a "figure it out" pool. Leadership fails alignment. Cross-team communications are silent. Month-long projects vanish unexplained, and the pattern persists. Unreachable goals protect leadership ("I set the target, you failed") with no milestones and pure handwashing. Legacy Tech Debt Mountain There is a 14-year accumulation of failed experiments. Hustle means dumping the new on top of the old without cleanup. Seniors excavate alone versus innovating. There was a late AI pivot, and comprehensive AI builders could erase them. Ex-seniors build those threats elsewhere.

Pros: You might find nice people to work with.

Cons: Terrible management. Terrible leadership. Underpaid. Salary range discrepancy. You will find people who do nothing and receive an incredibly higher salary than you. Toxic culture, in a way that they will do everything they can to look like an amazing company, but at the end of the day you will do your best and won't be rewarded for it.