Gensler reviews

_Low compensation and minimal or nonexistent annual raises. _Overtime is expected but neither paid nor acknowledged. _Employees are pressured to consistently go above and beyond their roles. _Management routinely understaffs projects to boost profits, showing little concern for employee wellbeing. You're often left to handle entire projects alone, without mentorship or support, facing unrealistic deadlines and difficult clients. _Leadership avoids challenging tasks themselves, while talented employees are overloaded, doing the work of five people, under constant micromanagement and criticism. _Despite frequent claims of being “a family,” the reality is isolation and neglect. Concerns are ignored, and burnout is widespread. _Talent is “rewarded” with more responsibilities, but never with increased pay. _Advancement often depends more on office politics, favoritism, and exploiting others’ work than on merit. _Leadership lacks empathy, prioritizing profit over people. While a few good managers exist, many are toxic. The good ones are burning out and leaving, while the toxic ones thrive. _The workplace is filled with exhaustion, frustration, and frequent burnout. Skilled employees are overwhelmed until they break, and then they leave. Meritocracy is dead—replaced by dysfunction and opportunism.

5 days in office/low flexibility and work life balance. Low starting salary, which we are told will be offset by the generous bonuses, but they are never guaranteed and taxed at a higher rate. They use professional development as a recruitment tool. But then in practice, there is a general feeling that most career advancement opportunities are not meant for the administrative staff. The EAs are regarded higher and paid more than SCs, even though we all have EA level responsibilities, while supporting more people, on top of looking after entire studios.