Visa

Good CEO - Charismatic, Caring, Delivering in business.

Great management of the COVID situation; right messaging from the CEO to support employees (although issues in SG in helping employees).

Invest in learning resources; a good place to do many courses free.

Good facilities: games, rest place, gym.

Nice office, comfortable and cozy.

Reasonable salary.

Growing business, stability, rich money.

Many good people to talk to.

Leadership - All praise to the CEO for many good things, but he is missing on improving leaders completely. Many old-school middle managers are focused on saving their fort and power. There's a lack of growth mindset to produce great products, and lacking leadership and people skills. This is resulting in a mediocre and very, very political culture.

Technologies - Sucks at this. Many years behind tech companies. This is a result of the previous point. Engineering practices are from old times. Not learning after a certain point.

HR - Does it exist? Lacking the skills of tech companies. No focus on culture development.

Overall, a high-potential company, but like an old-era white elephant with a tired and very political system. Not a place to grow as a developer. No focus on great product development. Many startups with 50 people are building better products.

For CEO:

Why are leadership principles not visible in day-to-day work, but used only for the formality of our goal setting? Why is there no procedure to evaluate leadership principles in hiring or promotion? Evaluate leadership on these principles. Find ways to connect with people from the earth. Surveys may be false indicators, influenced by fear or mutual interest. Work to ensure that leadership principles are adopted at all levels.

For CTO:

Where is the cloud? Where is the fast delivery culture? Where is the fast feedback loop? Reusability? Open source? Tech blog? Automation? Deployment to production takes more than a day, and the release process takes weeks. Can innovation happen without it? Many mandates show leadership is not acting timely. Instead of fixing that, you are creating pain for us developers by setting deadlines. Work on tech improvements and culture.

HR:

How many times have people approached you for help with issues on the soft aspects of culture? Do you have any say or focus on culture? Do you know indirect aggression is common? Study the culture of other tech companies. Connect with people. Spend time with them.