Pluspunten
- Some of the colleagues you work with are genuinely great people (and often the only reason many stay as long as they do) - Remote work
Minpunten
- Senior Leadership feels extremely amateur. Basic management practices like setting clear and realistic OKRs seem to be missing. Targets are often unrealistic, which conveniently results in employees missing bonuses and salary increases despite delivering significant work. - For a company whose entire business is built around people and talent management, AMS is ironically a strong example of what not to do internally. The organization is highly disorganized and there is little real evidence that employee wellbeing or engagement is genuinely prioritized. - “People Powered Partnership,” company values, and DEIB messaging often feel like slogans on slides rather than something reflected in daily decisions or leadership behavior. - There is no sense of stability. Structures change constantly, priorities shift from week to week, and decisions are frequently reversed shortly after being made. This doesn’t appear to be driven by market conditions or clients, but rather by poor planning and lack of clear direction. - An example of the above is seeing entire teams built and then restructured again within months, sometimes before the original structure has even had time to function properly. This is not only disruptive for employees but also a clear waste of company resources. - The company likes to highlight employees who have been there for 20+ years (especially in interviews), which gives the impression of a strong and stable culture. Unfortunately, that no longer reflects the reality for many current employees. Trust in leadership has eroded significantly and many people who remain are actively looking for opportunities elsewhere.
