A boat without a rudder - Senior Manager bei Sia: Mitarbeiterbewertung

1,0
15. Apr. 2024
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CEO-Befürwortung
Geschäftsprognose

Pros

There are some nice people and potential for good projects.

Kontras

There is little to no leadership in the UK&I hub. It is all led from Dublin by a couple of partners from the previous iteration of the company. They have no expertise and bring in little to work. They force pressure on people at all levels to be bringing in work while they sit there on their hands. Senior consultants and managers are spoken down to if they don't land big contracts and progression is based on either bringing in hundreds of thousands of work for junior staff or licking the backside of certain partners. There are no proper policies in place, the office is not set up for work, including having no monitors or keyboards to work from. The HR is non-existent, as in a recruiter was made the sole HR person for both countries. The culture is toxic, people constantly fighting over who owns what piece of work. This is encouraged. There is no training budget and graduates are left to fend for themselves with no support. I would be surprised if the London and Dublin offices are still open in a couple of years.

Mehr Bewertungen zu Sia entdecken

5,0
7. Jan. 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Impact, interesting work, great flexibility

Kontras

Pay could be more competitive

1,0
24. März 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

- Depending on the business unit, you can find supportive, friendly colleagues. There is a strong sense of camaraderie at the peer level, which makes day-to-day work more pleasant. - There is also a relatively good work-life balance overall. However, it is sometimes unclear whether this is the result of a genuine company culture that prioritizes balance, or rather a consequence of inconsistent planning and organization, which can lead to periods of under- or over-allocation. - Decent healthcare benefits

Kontras

- Clear lack of structure and transparency, particularly regarding promotions, bonuses, and compensation adjustments. Processes are inconsistent, often unclear, and sometimes feel arbitrary. In several cases, expected salary adjustments were delayed, minimized, or only granted after persistent follow-up. Bonuses are not always proactively distributed and may require employees to explicitly chase them. - Favoritism is a concern, with recognition and advancement not always based on merit. The culture at higher levels can sometimes feel unprofessional, with blurred boundaries that create discomfort. - Long-term employees tend to feel undervalued over time. Many leave after around two years, often because they see a very limited progression. - Overall impression that the company tends to optimize costs at the expense of employees whenever possible, which affects trust and long-term engagement. - Leadership tolerates or fails to address inappropriate, unprofessional, or toxic behaviors. It can go unchecked for years, with action only taken very late, sometimes for reasons unrelated to the misconduct..

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