Pluspunten
There are some incredibly talented, thoughtful people at this firm doing the best they can within a broken structure. When collaboration happens authentically, it’s a reminder of what the place could be. Exposure to amenity-focused and large-scale workplace projects can be exciting—especially when clients are engaged and trusting. Some teams foster a strong sense of camaraderie in spite of upper-level disorganization. That mutual respect and resilience is often what gets people through the day. The company makes an effort with wellness events and social programming. While these don’t offset the systemic issues, they do occasionally offer moments of connection. If you’re self-driven and can operate without support, you might carve out some valuable experience—but know you’ll likely be doing it without acknowledgment, clarity, or leadership.
Minpunten
Inherited Power, No Experience: One of the most problematic figures at the company holds significant control without any clear background in architecture, practice operations, or people leadership. The role exists solely because of legacy and proximity to ownership, and the leadership style reflects that—rigid, reactive, and lacking emotional intelligence. There’s no openness to feedback, no capacity for long-term vision, and no real understanding of how to support a team. And because no one is willing to challenge this dynamic, the dysfunction not only persists—it defines the culture. Nepotism Masquerading as Merit: Promotions and influence are handed out based on last names and personal connections, not skill or emotional intelligence. Entire departments are run by individuals who have never earned the credibility to lead, creating a culture of distrust and silence. Gaslighting Culture: Speaking up about broken systems or lack of communication will get you labeled “misaligned” or “difficult.” You’ll be left out of key conversations, only to be blamed later for not being “in the loop.” It's an exhausting, demoralizing cycle of being made to feel like the problem—for noticing there is one. A Culture of Fear and Control: People aren’t thriving—they’re surviving. Employees are afraid to be honest, afraid to challenge poor decisions, and afraid to simply ask for help. The place runs on politics, not transparency. Conforming is rewarded. Curiosity is punished. You’ll Be Alone: There is no structured support, no true mentorship, and no pathway forward. Roles are vague, guidance is non-existent, and those who try to make sense of it all are often left picking up the pieces with zero credit. Want to grow? Not here. Diversity is Marketing, Not Reality: Despite outward claims of inclusion and equity, the company remains visibly and structurally homogenous. Diverse perspectives are absent at every level of leadership—and it shows in the decision-making. Aesthetic Over Substance: The branding, the decks, the culture language—it all looks good on paper. But inside, it’s disorganized, hollow, and frustratingly performative. The values they preach rarely show up in how people are treated or how the work gets done. No Leadership, Just Reaction: Decisions are made based on what feels convenient in the moment. There's no long-term thinking, no shared vision, just a revolving door of quick fixes driven by ego and legacy politics. Creative Burnout is Inevitable: If you care deeply about the work or try to bring new ideas to the table, expect to be ignored, sidelined, or burned out. You’re either seen as “difficult” for trying or invisible for complying. The Dream Dies Quickly: You’ll be sold a progressive, collaborative culture during the hiring process. The reality? A revolving door of disillusioned talent leaving quietly after realizing they were brought in to “change things” but never actually empowered to do so.