Undervalued colleagues - Second Rate salary - werkgeversreview Employee bij Quorum Cyber

The strongest aspect of the company remains the colleagues you work alongside day-to-day. There are still talented, supportive people across the business who genuinely care about delivering good outcomes and helping one another. That said, the employee experience has noticeably declined in recent years. Following recurring rounds of redundancies and the departure of many experienced staff, much of the positive culture that once existed has been diminished. Benefits were previously a genuine differentiator, but a number of those have since been reduced or removed, making the overall package less competitive than it once was.

Benefits have been steadily reduced over time, leaving the overall compensation package less attractive than it once was. There is a persistent sense of uncertainty across the business due to repeated rounds of redundancies and ongoing restructuring. This has had a noticeable impact on morale and makes it difficult for employees to feel secure about the future. Employee engagement surveys are conducted regularly, but there is little evidence that feedback is translated into meaningful, long-term improvements. Common concerns are often acknowledged, yet actions tend to focus on short-term fixes rather than addressing underlying issues. Processes, priorities, and ways of working change frequently, often without sufficient communication or documentation. This creates confusion, inconsistent approaches between teams, and unnecessary inefficiencies as employees try to keep up with evolving expectations. The company often appears reactive rather than strategic, with initiatives regularly changing direction before previous ones have had an opportunity to deliver meaningful results.

Friendly colleagues and a modern office environment with good amenities. Suitable for those beginning a career in Cyber Security and looking to gain initial industry exposure.

Departments operated in a highly siloed manner, which at times felt at odds with messaging around end-to-end involvement and visibility across the investigation lifecycle. Progression opportunities felt limited, with little visible investment in staff development or structured career growth. Performance management appeared inconsistent, with workloads and expectations not always distributed evenly across teams. High-performing individuals often carried significant operational responsibility, while recognition and reward structures did not always appear aligned with contribution. Staff concerns regarding morale and retention were raised repeatedly, though action often felt reactive rather than proactive. A number of benefits and positive aspects of the SOC environment were gradually reduced over time, contributing to declining morale and increased staff turnover. Career progression and opportunities occasionally felt influenced by factors beyond performance and contribution.