Strong brand externally, growing execution and culture challenges internally
Gut am Arbeitgeber finde ich
- Modern, beautiful office environment and strong brand appeal
- Many smart, motivated and friendly colleagues, particularly at junior and mid levels
- Fast-paced environment with opportunities to learn quickly
Schlecht am Arbeitgeber finde ich
In my experience, there are major structural issues, which can be grouped into three areas:
1. Disconnect between external positioning and internal reality
2. Tension between growth ambitions, speed, and capacity
3. Leadership and communication
1. Disconnect between external positioning and internal reality
From my perspective, there is a large and growing gap between how the company is presented externally and what is experienced internally. This contributes to a sense of disconnection felt by employees, for example with all-hands or larger internal forums often feeling performative and out of touch with the actual employee experience.
The company places strong emphasis on “team spirit” and collaboration. While there is often genuine goodwill among colleagues, I experienced that this does not always hold under delivery pressure. For example, when timelines are tight, cross-functional alignment tends to break down and discussions can shift from problem-solving toward finger-pointing.
Similarly, while flexibility is part of Ons' stated employment model, in practice I found that high workload and shifting priorities can make it difficult for many employees to take holidays and switch off effectively.
Sustainability is also a core part of the external narrative. From my experience, there are instances where operational decisions do not fully align with this positioning.
2. Growth, speed, and capacity
The company is in a phase of rapid growth while also trying to establish a premium brand position, supposedly underpinned by excellent product quality and customer experience.
In practice, I experienced high tensions between these ambitious goals and the resources available to deliver them. This often results in high workload, frequent reprioritization, and execution volatility—where initiatives can move quickly between acceleration, delay, or cancellation.
Over time, this environment can be difficult to sustain for teams as it causes high levels of stress and can ultimately lead to burnout.
3. Leadership and communication
In my experience, upward feedback on scope, timelines and resources is limited. Even when constraints are recognized at working levels, those inputs sometimes fail to meaningfully influence planning outcomes.
Career progression can feel somewhat inconsistent and not always transparently linked to performance, with visibility and organizational proximity playing a role in some cases.
Additionally, organizational changes can happen quickly, and sometimes with limited predictability, which may contribute to a sense of instability for employees over time.