Unfortunately don't recommend it - werkgeversreview Anonieme werknemer bij FRVR

- Although it shows a people-centric approach in several actions and employer branding activations through the recruitment process when we truly analyze what happens in the basic processes and decisions, we just see another corporate, top-down management company in their decision-making. - Doesn't have a clear structure, changing it from time to time with no clear strategy, bringing instability to people. - There's no transparency and all the company goals are vague and nonrealistic, showing no strategic thinking from high-level management as well as no connection with the teams when making the business goals. - Clear nepotism and even bias in recruitment for some situations. - Shady situations happening showing possible conflict of interests based on external and internal activities from some people in the company. - Major decisions are made without hearing people and teams overall. A lot of top-down decision-making, without respect for people's expertise and voice. - Teams have a lot of silos, not having a common communication, strategy, or effective collaboration. - The career development inside the company is shady, with no criteria, not having a specific system or fairly structured individual assessment. Although the company had the intention of creating it, the 3 people from the department of People and Culture associated with it presented their resignation in the last two months. - Salaries have big discrepancies and the criteria are shady and not understandable. - In the recruitment processes and for most people in the company it was presented an idea of company growth when the company was stagnated already for 2 years. - Layed off 25% of the company, as a surprise for most people, not showing a people-centric approach. The criteria for the people chosen were also not clear as well as the need to do it. A culture of fear was implemented in the last few months. Some people could feel something was wrong but didn't know what. - The layoff was presented in one meeting scheduled on the same day (no pre-notice or people preparation). At the end of the meeting, the CEO told that the ones who would be dismissed would receive an email 10 to 15 min after this meeting. People got shocked and in panic. In my opinion, this is not a people-centric approach to how to do things. To get things worst, many people who were dismissed were asked to leave at the end of that week with an agreement but they had to watch another meeting in this same week about FRVR future. At this meeting, in my opinion, no clear/realistic goals were presented considering the teams' structure, roles, and needs at the moment; and it was shown the intention to recruit people - including roles that were being dismissed at the moment, which is just uncomfortable for the ones who were still watching and were being dismissed. - A lot of people show a lot of quiet quitting at the moment and are looking for other jobs. There's a lot of demotivation.