Fraud Company - werkgeversreview HR-Admin bij LemonEdge

The benefits were quite decent and I worked with some of the most talented, dedicated people I've ever met.

Board came in and placed a new CEO, David O'Malley. He inmediately fired key players that were "too expensive". Not a second thought. Most of the people let go were part of the original team who build the company and product from the ground up. This people were extremely talented, knew the product inside and out, had build relationship with clients, and some where going through very deep personal turmoils. The new leadership only cares about keeping investors happy. O'Malley is another capitalist sell out. If you decide to work here, know that it's leader only cares about the investors and will get rid of you to please them and their greed. Worse of it all. The company has never made a profit, lost their entire sales team in 3 months. It will not survive.

Some talented individuals at the lower levels trying their best despite the environment.

I rarely leave reviews, but my experience here was genuinely one of the worst of my career. What could have been a great company is completely undermined by poor leadership, lack of transparency, and a culture that borders on toxic. It’s particularly disappointing because there was once a strong and credible leadership team in place. However, over time, many of those individuals have been replaced by leadership’s own hires, people who appear more aligned to internal politics than capability, and highly compensated in terms of Salary and Equity. That shift has had a noticeable impact on culture, decision-making, and overall trust within the business. The most concerning issue is the behaviour of the CEO, David O'Malley, which sets the tone for the wider organisation. There is a pattern of intimidating and bullying conduct that goes unchecked. Decisions are often made unilaterally, communication can feel aggressive or dismissive, and there is little room for challenge or open dialogue. This creates an environment where people feel uncomfortable speaking up and ultimately disengage. The bonus process only reinforces this. It is entirely opaque and appears to sit solely within the CFO’s control, with no clear criteria or consistency. Payouts feel arbitrary, and performance does not seem to be fairly recognised, which further damages trust and morale. There is also a broader issue with how people are treated. I experienced (and witnessed) behaviour that felt like bullying and, at times, sexist undertones from leadership. Instead of supporting employees, there is a pattern of undermining, exclusion, and ultimately pushing people out. Many of the employees who are still there appear to be actively looking for opportunities elsewhere in order to escape the toxic environment. Conversations about leaving are common, and there is a widespread sense that people are staying only until they find a better option. Beyond the cultural issues, there are serious concerns about the business itself. Client churn appears to be extremely high, raising questions about customer satisfaction and long-term sustainability. The technology platform also feels increasingly unfit for purpose, creating challenges for both employees and customers. Despite years of operation, the company has yet to demonstrate profitability. It is difficult to ignore the perception that, without the backing of Blackstone, the business would be in a far more precarious position. Communication from leadership is poor, trust is low, and morale suffers as a result. Good people don’t stay long and it’s easy to see why.