Pulley reviews

Layoffs happen every year, but this time they decided to let go of almost the entire engineering department. Some people had only been there for a week or a few months. I wonder how they plan to support existing customers now. The executives seemed like they knew what they were doing, but the layoff and shift in company direction make me question their certainty. After the layoff, they reposted the same positions but with lower pay and higher experience requirements—likely to comply with regulations or something similar. Why not just keep the existing employees and be transparent, letting them know about a potential pay adjustment? And it's funny that the layoff happened just a week after the offsite. Money well spent!

The company laid off nearly the entire engineering team at the end of last year under the guise of a "restructuring." Since then, they've struggled to refill those roles. It's been months with minimal hiring progress, and more people continue to leave. Projects are stalled, and those who remain are stretched way too thin, covering multiple roles just to keep things afloat. The cofounders have an unusual leadership style: micromanagement combined with slow responsiveness. They expect immediate answers but routinely take days (or even weeks) to respond, even after multiple follow-ups. A recent all-hands meeting was particularly awkward, focused on the leadership team "switching to founder mode," but offered little in terms of actionable insights or direction. One of the cofounders carries an outsized ego, seemingly convinced that his education from nearly two decades ago and a few years at a big-name tech company means he's never wrong. This attitude has become a major blocker for meaningful innovation. The company is aggressively forcing AI into every possible corner of the business, often without a clear strategy or cohesive product roadmap. If you're considering an offer, I strongly recommend asking for a detailed plan because as of now, there isn’t one.