FARFETCH reviews

This is a company for "yes men". If someone asks if you can do something in X amount of time always say you can, even if you know it can't be done. When you miss the deadline you can always say that something not planned came up. A few of the people you get to know are not that good, and I'm going so far as to say they are psychopaths, using the clinical term. Had a coworker who frequently distorted words or outright lied to my lead about my performance. He also had a really bad attitude when working in a team, yelling in the most simple situations. Since that coworker and my lead were college friends his behaviour was being masked by my lead. Every six months we get a performance review were we give/get feedback to/from our coworkers. I was ready to give feedback about his yelling and overall behaviour but, just before the feedbacks, I had a meeting with my lead were he told me that my evaluation was going to be two grades below my coworker's grade. That was his way of saying, if you give negative feedback about him you're only harming yourself. Not surprisingly my coworker had the highest grade on the performance review. Other feedbacks mention this and the previous example is just to reinforce it, performance reviews are friendship based and so are promotions. This completely undermines the company's aspirations tho get good talent. The Personal Development Plan is a waste of time.

- Overall, really bad managers and leaders, with a few remarkable exceptions. - Almost all bad managers don't have the required soft, and even hard, skills to perform their job. A waste of money. - Almost all bad managers play favorites and take credit for their team's accomplishments on a regular basis. Politics rules. - The technology department used to be agile a long while ago, but the bad managers killed it completely, being CI and CD the only exceptions. - Today, the technology department builds tech products using traditional and old-school project management techniques, employing a large number of managers of course. Products and Projects don't combine, do they? - Engineering completely dominates Product: a really bad sign of what agile became in the last years. A real worldwide case study. - The technology department structure has too many levels, too many silos, too many managers, too many projects running in parallel, and too much politics. In one word: over-engineered. - The aren't almost no opportunities for career advancement once you are onboard. The personal development plan is a joke, as it always had a bad design and the bad managers always abused it. In short: a 4 months/year waste of everyone's time, and a huge source of stress for all. A shame. - The HR department is just for hiring and firing basically. In one word: they are the bad managers' secretaries.