I came in optimistic, thinking I’d found a career launcher. I left mentally and emotionally exhausted. EY Greece may look elite from the outside, but behind the logo is a reality where burnout is normalized, leadership is mostly absent, and your value is tied to your obedience, not your talent.
Chronic overwork, unpaid and expected: Long hours are the rule, not the exception. Overtime is often implied, not acknowledged — and certainly not compensated. If you try to set boundaries, you're seen as not “committed.”
Disorganized delivery and shifting scope: Project plans are mostly sales-driven, not technically feasible. You’re handed broken scopes and told to “make it happen.” Developers and junior consultants carry the weight of promises made by people who won’t stay to help.
Toxic favoritism and career stagnation: Promotions are political. If you’re well-aligned with upper management, you’ll rise. If you’re competent but quiet, you’ll stay put. Recognition is uneven at best, and often frustratingly unfair.
Unqualified leadership: Several team leads or managers lack real technical or project management skills. Some are condescending, some just avoid responsibility. Developers often end up cleaning up the mess, unsupported and unthanked.
Lack of psychological safety: Feedback is neither welcomed nor acted upon. HR will listen politely but won't challenge the system. You learn to self-censor. Speaking up can quietly cost you opportunities or your reputation.
Emotionally numbing environment: People don’t blow up here — they fade out. Quietly disengaging becomes the survival tactic. Those who care burn out. Those who stay long-term are often those who gave up expecting fairness.
