ComeOn Group reviews

There also appears to be a recurring pattern where individuals are placed into senior or influential roles despite lacking prior experience or relevant expertise for those positions. Instead of demonstrating strong subject-matter knowledge or leadership capability, some employees seem to progress internally through relationships and visibility rather than competence or proven results. This has become increasingly noticeable in day-to-day operations and company-wide communication. For example, many of the all-hands presentations feel heavily AI-generated, lacking authenticity, engagement, and a genuine understanding of the topics being presented. The overall execution often comes across as superficial rather than thoughtful or inspiring. The differences between offices also contribute to the perception of unequal treatment within the company. While the Malta office appeared to receive significantly more investment — including private chefs providing free meals multiple times per week and noticeably more elaborate events and celebrations — the Sweden office often seemed expected to minimize costs and operate with far fewer resources. This imbalance further reinforced the impression that certain offices, groups, and individuals were prioritized, while others were overlooked despite contributing equally, or in some cases more, to the company’s overall success. Taken together, these patterns create an environment where favoritism, internal politics, and optics appear to be valued more highly than experience, fairness, competence, and genuine employee recognition.

terrible HR management poor salary and not competitive on market