TTControl 

GmbH

Bewertungen

Schlecht am Arbeitgeber finde ich

Rather than addressing the leadership and cultural issues repeatedly raised by employees, the organization seems to accept a continuous loss of talent as the norm. The high turnover speaks for itself and raises serious questions about management's willingness to drive meaningful change.

Verbesserungsvorschläge

Listen to employees and act on their feedback.

Arbeitsatmosphäre

TTControl culture of distrust and micromanagement significantly impacts the working atmosphere. Employee contributions and achievements are seldom recognized, sometimes even stolen, while problems trigger blame-oriented reactions. Decision-making is heavily micro-controlled by management, reducing autonomy and creating an environment where employees feel discouraged from taking initiatives. Rather than fostering engagement and accountability, the culture generates stress and defensiveness.

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The company's image is heavily impacted by its ability to attract and retain talents. In 2026, employee turnover remained particularly high, with departures occurring on an almost monthly basis in some areas. Such turnover inevitably raises questions about the organization's culture, leadership, and long-term attractiveness as an employer.

Work-Life-Balance

The company offers flexible working hours and home office arrangements, which provides a good level of flexibility in day-to-day work.
Unfortunately, this flexibility is often one-sided. Whenever problems occurred, work-life balance effectively ceased to exist. Employees are expected to be available outside business hours and are contacted on their private phones during weekends and holidays. While genuine emergencies are understandable, many of these situations appeared to stem from management pressure rather than actual business necessity. This reflects a broader cultural issue where immediate responsiveness is valued more highly than respecting personal boundaries.

Karriere/Weiterbildung

Kollegenzusammenhalt

The colleagues are by far the best part of the company. Most people joined highly motivated, competent, and eager to improve processes, products and drive changes. Unfortunately, much of this motivation gradually erodes when faced with management resistance and organizational barriers.
Thankfully, these challenges strengthened team cohesion rather than weakening it.

Vorgesetztenverhalten

Leadership quality varied significantly across management levels. Many middle managers genuinely try to improve processes, support their teams, and take accountability for decisions, but often face resistance from higher management.
Risks and decision requests are regularly reported during steering committees but not acted upon. In some cases, raising concerns was even perceived as lacking a "can-do attitude", fostering a culture where employees feel it is safer to stay silent than to openly discuss issues with upper management.

Kommunikation

Communication is one of the organization's biggest weaknesses. Upper Management regularly bypass the appropriate stakeholders when making decisions, creating confusion and operational chaos. Department-wide communication is minimal to non-existent, leaving employees disconnected from broader developments and priorities while fostering a culture of secrecy. This lack of transparency and selective sharing of information undermines trust, collaboration, and overall organizational effectiveness.

Interessante Aufgaben

The projects themselves are highly interesting, innovative, and technically challenging. Unfortunately, the way they are managed limits their potential.
Automotive-style processes have been transferred into a non-automotive environment, creating unnecessary complexity and bureaucracy. The main issue lies in the contradiction between management objectives (agile development, faster safety development, extensive use of AI) and management own decisions (waterfall process, heavy safety development guidelines, restriction on token usage). As a result, teams are often expected to achieve conflicting objectives, with little willingness from leadership to challenge the underlying processes.

Gut am Arbeitgeber finde ich

Mhm…let me think about that… maybe some of the colleagues. That’s about it.

Schlecht am Arbeitgeber finde ich

How powerless HR is to improve any difficulties with supervisors and upper management. Issues such as mental health and burn out are taken just as seriously as parents take their three-year-old’s wish to become a princess when she grows up. Though I guess that might be a bit unfair - some parents at least buy the fitting costume…

Verbesserungsvorschläge

If you ask employees for their feedback, it would be advisable to not only take it serious but also act on it.

Arbeitsatmosphäre

Obviously that depends enormously on the team you work with, but mostly everyone is stressed since the workload at times is simply too much.

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Just in case you are wondering “oh but there are so many good reviews for this company”. Never trust results you haven’t faked yourself. If you only very specifically ask the happy employees and management, you can very well manipulate the results…

Work-Life-Balance

If working late hours and coming in on the weekends is a good work life balance for you, then you will love it here.

Karriere/Weiterbildung

Kollegenzusammenhalt

The colleagues are great and they really try their best to help you. But that can be difficult. Imagine trying to help someone to swim while you are drowning yourself….

Vorgesetztenverhalten

Honestly, I have never seen a company with supervisors like this. Yelling at employees even gets tolerated by higher management. HR is pretty much powerless. Supervisors with several negative records even get promoted. If you are are good friends with the higher management, there is really nothing you can’t do.

Kommunikation

Communication? What is that? Can you eat that?

Interessante Aufgaben

The tasks would have been very interesting and very diverse. But the whole environment makes it really hard to enjoy the one good thing here….