TikTok reviews

- no career framework / made up projects to write about in PR - lack of transparency of job levels - people are told different info & pitted against each other - some ‘leads’ don’t have any managerial experience or understand people - everyone is graded on a curve (someone must be at the bottom) managers will have to pick someone to grade a minus. There are quotas to meet for these grades. Unfortunately, if you get picked then it’s very difficult to get out of this. This minus grade also means you can’t do any internal moves & you must wait until they decide you can come out of the grade - very corporate & a lot of politics

The company maintains a highly secretive and closed culture, which contrasts sharply with its stated Bytestyle principles of honesty, courage, leadership, and open culture. Despite assurances of job security, the TnS leadership has conducted multiple reorganizations and silent layoffs within a year, often without transparent communication or acknowledgment in official meetings. Leadership seems to inconsistently apply the company's values, often reversing directions on projects just as they begin to show results. This discrepancy between preached values and actual practices undermines trust and morale. Performance reviews further reflect this disconnect. Conducted bi-annually, they are based on peer feedback, yet the final assessments are determined by senior leaders who are not directly familiar with the individuals' day-to-day contributions. Moreover, the subjective and vaguely defined Bytestyle criteria contribute to evaluations that feel more like popularity contests rather than objective assessments of professional performance. Despite their pervasive presence in company rhetoric and physical branding, these principles do not influence actual decision-making processes, even in minor matters such as office perks.