Condé Nast reviews

+ Day-to-day work is mind-numbingly boring. Buckle in for weeks-on-weeks of doing the same thing. + Complete lack of design and product vision. There are such practices as a 'design rota' where each designer takes it in turns to review *everyones'* work. Zero communication or collaboration in teams. It's like they're just taking it in turns to do the washing up. + Managers are awful, some with outright discriminatory behaviour to their workers which is unchecked by HR. If you want people who have no understanding of disabilities this is the place for you. + You will have no voice if you speak out against the status quo. This will be squashed by HR and management + History of classism and racism that has not been acknowledged and still affects how the company is run. Little to no black people in engineering department - even with HQs in two of the most diverse cities, New York and London. + Promotions and pay-rises happen over a glacial period + If you think you'll get to work with the magazines writers you are wrong. These people are siloed off from you. If you are inspired to join based on the good work that some of the writers do for Condé Nast don't expect that to be part of your job. + C-level don't know how to communicate, will send a page long email that could have be a sentence. Embarassing in a content company. + HR is incompetant and lack knowledge in the basics. They defend policy that is dated and only benefits the company and not the people. + All the LGBTQIA+ people I know have left in the last 2 years

The atmosphere in the London office was just terrible, almost no communication among colleagues, gossiping and funny looks are the norm. There is no interest from management to improve the workplace, most senior managers have been there for years/decades and have no experience of the world outside of the CNI bubble they live in. There is NO path for career development and that shows in the poor management and business acumen of most of them. I spent my time telling me that the experience would look good on my CV but honestly, I've learned very little. And I got tired of living a lie and left after two years. Examples of what I mean: New hires are generally put on a 6 months trial basis, this is done to get people to work on time limited projects and then let go when teams are reorganised. I've seen many people join CNI, leaving good jobs behind to be then let go after a while, usually with very vague excuses about not being a good fit - this is done routinely. Turnover is really high, people just stay long enough to have it on the CV then leave, management does nothing to retain staff. Very poor team morale.