Zero company culture, except for rules and policies - Avis employé Employé (anonyme) RVU

They're are a lot of great hard working people, who are friendly and easy to get a long with. Cardiff office does have a good atmosphere and is quite welcoming for. most people. London office is similar but doesn't quite match Cardiff's ideals of work/life balance. Lots of great benefits, especially for mental, physical wellbeing.

During my time at RVU, there were several instances of bullying among staff, particularly within the Cardiff marketing and data department. This contributed to a negative office environment, which was especially difficult for more introverted employees who may have struggled to speak up. Upper management often came across as cold, aggressive, and uncoordinated, with little sense of a clear or consistent direction for the company. Rather than investing time in creating work that was genuinely functional or forward-thinking, there was a strong emphasis on speed. Staff were frequently pressured to deliver high-quality work within unrealistic timeframes, often while workloads were poorly distributed and corners were being cut. This approach created a consistently stressful working environment. I observed a pattern in which employees were placed on Performance Improvement Plans (PIPs), roles were not replaced when staff left, and responsibilities were redistributed among existing team members, effectively increasing workloads whilst expecting polished work.

- Great people. Smart, collaborative colleagues who are genuinely good to work with. - Decent pay. Competitive for the London market. - Good benefits. Solid package covering health, pension, and flexible working. - Job security. A stable, established business; low risk compared to earlier-stage companies.

- Uninteresting work. The product space is mature, so most work is incremental. Hard to stay engaged if you want novel problems. - Understaffed. Teams are consistently expected to deliver more than headcount allows. - Constantly changing priorities. - Arbitrary senior leadership decisions. A pattern of mandates that feel disconnected from ground-level reality, and rarely seem to produce clear outcomes. - Too much left to market forces. A lot of business performance depends on external factors (insurance markets, energy pricing) that no one internally can control. - Declining perks over time. Socials and in-office benefits have quietly reduced year on year. - Promotions are deliberately difficult and this seems to be a point of pride for the company rather than something they're trying to improve.