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Hawk-Eye Innovations

Fait partie de Sony

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Awesome product means they get away with treating staff appallingly - Avis employé Employé (anonyme) Hawk-Eye Innovations

2,0
15 juil. 2019
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

The technology is exciting, you get to be part of a cool brand in a cool industry and travel the world. Because the working environment is so intense it breeds real camaradirie with colleagues.

Inconvénients

The company rides on the coat tails of its product so they get away with overworking, mistreating and underpaying their staff because the product is cool and they fly you all over the world to prestigious events. Zero work life balance, extremely high level of 'burnout' among staff. White male dominated environment, all from similar backgrounds and this lack of diversity is reflected in decision making and the way the business is run. There is a culture of favouritism and bullying exampled in its most extreme form from the MD down and the attitude to people is particularly cut throat. I personally saw and was part of three separate instances where a junior member of staff was scapegoated/sacrificed in order to protect the integrity and reputation of the technology when it failed. If the MD takes a dislike to someone; they're gone, often illegally, and unjustifiably.

Découvrez plus d’avis sur Hawk-Eye Innovations

5,0
10 sept. 2025
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Working here has afforded me some cool opportunities.

Inconvénients

Hours coincide with sports so it can be long at times.

2,0
26 avr. 2025
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Well-equipped office facilities, Opportunity to work with recognizable Sony sports technology and major sports brands

Inconvénients

Unclear leadership structure; U.S. IT staff report to the U.K., causing constant conflict and lack of support. •UK IT leadership does not understand the operational needs of live sports in the U.S., leading to misaligned priorities. •Informal dual reporting lines with non-IT operations staff, creating confusion and lack of accountability. •Constantly shifting responsibilities without notice, formal training, or updated job expectations. •Severe access restrictions that bottleneck simple support tasks. •No structured onboarding, mentorship, or career development. •Performance feedback is reactive and based on unclear or moving targets. No dedicated local HR representative; all HR functions are remote or based internationally

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