Avis sur Vitol S.A.

Le DSI n'est pas suisse et n'a pas du tout la culture suisse. Non respect des valeurs de la Suisse RH delocalisee a Londres et pas humaine.

High employee turnover. Due to a careless hiring approach, people are brought in without checking whether they fit the company’s culture. Those who don’t align with the style of obedience and quiet compliance become easy targets for termination at the end of the probation period. During interviews, managers openly mention plans to let go of specific employees. New hires are thrown into work without proper onboarding. Managers often state they can spare at most one hour every two weeks for a one-to-one meeting. The result is a “trial & error” approach instead of structured employee development. In some products the company relies on outdated technologies and duplicate systems. Management acknowledges this limits employees’ careers but deliberately maintains the status quo, creating the illusion of being indispensable. In reality, once these skills are no longer needed, employees are replaced and struggle on the job market. Base salary is modest. The main focus is on bonuses, which are granted entirely at management’s discretion. Nobody knows what criteria are applied, and there is a constant sense of competition for a “slice of the pie”. This fuels tension and nervousness across teams. This uncertainty drives strong presenteeism: people stay late in the office, avoid taking sick leave, and book half-day vacations just to see a doctor. For parents this is even harder — any absence for family reasons is perceived as a risk to their bonus and reputation. The company follows a work hard, play hard concept, organizing large-scale entertainment events with significant budgets. Behind closed doors, many employees admit they would prefer more moderation in these parties and for part of that budget to go into base salaries. Because of the modest fixed pay, many employees bring food from home rather than eating out for lunch. Career growth is very limited: there are isolated examples of promotions, but they remain rare. The company calls itself “flat” and “a startup” to justify this lack of promotional opportunities, while at the same time only welcoming initiatives that align with management’s expectations.