Started off great and then everything changed - werkgeversreview Anonieme werknemer bij BC Tech Association

The mission. The snacks. The extra vacation time. The work from home option. The ability to network and have your finger on the pulse of the tech industry. However, all of this doesn't matter if you're not going to treat your employees with dignity and respect. You have zero autonomy over your work.

You will endure mental abuse at the hands of CEO and her EA/Chief of Staff. You are told exactly what to do and if you don't do it you will be harassed until you get it done. You are belittled if you share your ideas/opinions. The level of micromanaging in this organization is ridiculous. You do not have a designated desk at all. Relevant organizational information will be kept from you which does not allow you to succeed in your role and you will be blamed for it. There is a lack of clear direction from leadership which affects your work because they are always changing their minds and you constantly have to redo work and the deadlines do not move, meaning you will spend lots of evenings and weekends working. Your coworkers will throw you under the bus to save themselves but this is only because everyone is afraid of getting fired because every couple of months someone is fired for no reason. I highly recommend reaching out to former employees who will tell you the real truth about what is happening inside the Hub from Hell if you do not heed this warning.

• Highly ambitious organization. There is constant challenge, enough to keep you on your toes and the job exciting. • Highly energetic and tight knit teams who strongly believe in the org's vision. • You are in the forefront of current business conversations. Great opportunity to foster the tech community and network. • Work / life balance.

• ~66% turned over within a year and a half (10 people in a staff of about 15). Average term is one year or less. • As driven as you may be, support to be successful in your role is extremely limited. Sink or swim, cutthroat culture. One example: finding half an hour--even 10 mins--on a given week with sr. manager to have a focused discussion is a consistent challenge. It's rarely achieved. But expectations remain sky high. • Heavily (!) top down structure. • No performance review processes, 360s, regular feedback loops. Career development discussions are cunningly parried. They're strictly limited to one person within the org that's hand picked for grooming.