Digital Strike reviews

“Feedback is a gift,” so here is yours: There is a strong culture of self-preservation, and it’s not hard to understand why. In my experience with the company, people were let go with little to no warning and without clear communication and no prior indication that performance was an issue. There were no formal conversations, no improvement plans, just sudden decisions that left the rest of the team scrambling. This happened repeatedly, and the pattern created a constant sense of instability. It was especially difficult to watch these decisions happen at times that felt particularly awful, such as immediately after someone returned from PTO or right before Christmas. Regardless of intent, the impact on morale was significant. When people left, their work didn’t go with them. It was redistributed across already stretched teams, often without additional support or realistic adjustments to expectations. The result was burnout and a constant pressure to keep up. There is also a noticeable disconnect between how the company presents itself and how it operates in practice. Messaging around being a “family” doesn’t align with how employees are treated in more difficult moments. Over time, that gap becomes hard to ignore. Communication and feedback are inconsistent, making it difficult to understand expectations or how performance is being evaluated. Without that clarity, growth can feel uncertain and unsupported. Favoritism is noticeable and impacts trust across teams. It’s often clear who is given more leeway or protection, which can be frustrating for those held to different standards. Work-life boundaries are also not respected. Do not give your personal phone number to anyone.