Desorganicacion general: opiniones de empleados con el puesto de Empleado anónimo en ToolsGroup

I’ve been at ToolsGroup for three years, and the past year has brought some of the most meaningful improvements I’ve seen. The biggest difference is clarity: clearer priorities, stronger accountability, and more transparent communication from leadership. It’s helped teams focus, collaborate better, and make decisions faster. The people here are genuinely talented and supportive, and there’s a strong sense that we’re rebuilding and strengthening the culture with intention. I’ve also witnessed investments in how we work, such as better structure, more consistent execution, and a real push to remove friction so teams can spend time on higher-value work. The pace is still high, but it feels more purposeful and aligned to a strategy. Pros Great people and strong domain expertise More transparent leadership communication and direction Improved cross-team collaboration and execution Clearer focus and prioritization than in previous years New leadership that cares about the company and its employees

Like any company in transition, there is some change fatigue Some processes and tools are still maturing

Nothing to mention. Even lies can’t bring sales now.

The organization is currently struggling with a significant lack of sales pipeline and a leadership team that appears unable to pivot effectively. Rather than addressing growth, the strategy seems to rely on monthly layoffs in the US and outsourcing jobs to maintain financial appearances. The product itself is outdated compared to market competitors and lacks the technical sophistication required for current industry standards. Furthermore, there is a concerning lack of transparency with clients regarding software capabilities, leading to high churn rates once the actual limitations are realized. The organizational structure is extremely top-heavy. For a company of roughly 150 people, the ratio of executives (C-suite and Directors) is disproportionately high, estimated at nearly 70%. This creates a "too many cooks" environment where bloated management hinders execution rather than helping it. On top of that, the CEO’s strategy changes every quarter. He is all talk and no execution.