There was almost nothing positive about my experience. The workplace culture felt deeply toxic, exclusionary, and dominated by favoritism. Employees from certain cultural and personal networks appeared to receive greater support, recognition, stability, and opportunities, while others were repeatedly expected to prove themselves regardless of how much they contributed.
Hard work was rarely acknowledged. Management continually increased expectations without providing meaningful appreciation, fair treatment, or adequate support. Employees were treated more like resources to be used than professionals deserving respect. There was a constant sense that no amount of effort would ever be enough.
Work-life balance was extremely poor. Weekends were frequently affected by releases, last-minute demands, and unnecessary pressure. Employees were expected to remain available outside normal working hours, yet this additional effort was often taken for granted. Over time, the workload and lack of recognition became mentally exhausting.
The return-to-office policy in Toronto also felt poorly planned and performative. Employees were required to commute to the office even when their teams were remote or when there was little meaningful in-person collaboration. It created inconvenience without improving communication, productivity, or teamwork.
Communication was often one-sided, psychological safety was lacking, and employees outside favored groups could feel isolated or excluded. Concerns were not handled transparently, and challenging unfair decisions could negatively affect how an employee was treated. The overall environment damaged morale, confidence, and mental well-being.
This organization needs serious improvements in leadership accountability, equal treatment, recognition, workload management, and workplace inclusion. Promotions, opportunities, and job security should be based on performance and merit rather than personal relationships, cultural connections, or management favoritism. Until these issues are addressed honestly, talented employees will continue to feel undervalued and leave.
