Ventajas
Some supportive colleagues who are generous with knowledge sharing.
Opportunity to work on a live production mobile app using modern tools and libraries.
Leadership is willing to listen to concerns when escalated appropriately.
Desventajas
Unrealistic expectations placed on “learning tasks” — assignments given to onboard new hires with complex patterns like CQRS were later judged as if they were production-ready work, with little tolerance for mistakes.
Limited variety in task allocation during probation, with a focus on minor defect fixes and backlog grooming rather than meaningful feature work.
Probation feedback focused more on output rather than potential, despite limited exposure and ramp-up time.
Communication feedback lacked clarity and felt more like personality-based preferences (e.g., preferring short “yes” responses over thoughtful, contextual dialogue).
A strong culture of conformity — there’s an unspoken expectation to be a “yes person” rather than challenge decisions or offer alternative ideas.
Pockets of favoritism and dismissive behavior among team members that negatively affect collaboration and inclusion.
Resistance to change and modern practices in parts of the codebase and architecture, despite the appearance of innovation.