Do not join this company in 2025/26!
Verbesserungsvorschläge
It's time to show some leadership; management should work as a team towards a common goal, not have every C-level manager doing their own thing. Good performance must be rewarded! Firstly, through fair, regular pay (it's unacceptable for an expert position to be paid at a junior level) and adherence to agreed-upon STIs.
Arbeitsatmosphäre
Long-time colleagues are laid off overnight, while upper management continues to create new positions for "old friends from old companies." This creates a great deal of uncertainty and, at the same time, incomprehension of this double standard on the part of the decision-makers.
Image
The company had a great image and was on a great path, perhaps a little too spoiled by its extraordinary growth compared to the competition. The fact that this success completely vanished within a year – meaning 0% growth with only a 1% cost reduction (staff were laid off, but management was simultaneously built up) – doesn't exactly speak to successful leadership.
Work-Life-Balance
The lack of leadership and direction, coupled with the constant feeling that "you could be next," since layoffs are apparently not performance-based but rather seem arbitrary, creates a climate of anxiety. This has an immensely negative effect on mental health in your private life. In 2025, a management decision on Friday afternoon (around 2 PM) even forced project colleagues to spontaneously come into the office the following day (Saturday) to work.
Karriere/Weiterbildung
As of November 2025, all career advancement opportunities are zero, as there is a company-wide promotion freeze. Except, of course, for top management, as already described.
Gehalt/Benefits
Increased workload, more responsibility, and better quality of work are rewarded with fewer bonuses, less performance allowance, and, according to the IG Metall collective agreement, a lower classification.
Kollegenzusammenhalt
Colleagues continue to try to make the best of the situation.
Umgang mit älteren Kollegen
The year 2025 has clearly shown that the current management does not value loyalty.
Vorgesetztenverhalten
Constant pressure, increased workload, a lack of relief elsewhere, massive micromanagement (no wonder management has no time to develop a strategic plan), and no recognition based on performance. Instead, management creates new positions every two to three months to bring in friends from previous companies.
Kommunikation
There's a pervasive feeling throughout the company that top management itself doesn't know where it's headed. Layoffs are being implemented without warning or any clear explanation. Management says one thing, but their actions and decisions contradict it. (For example: Message: Product quality is the main priority -> Action: Reduce testers, reduce developers, reduce quality managers, reduce available time, increase pressure)
Gleichberechtigung
To be fair, at the moment everyone has equally limited opportunities for advancement. The current motto is stagnation for simple employees.