Under Armour reviews

Accountability of Individuals: While leadership decisions are rarely owned, leaders are given excuses while the consequences fall squarely on individual contributors. “Urgency” is the default setting — everything is framed as the number one priority. This leads to chaos & overreaction to non-mission-critical elements. Micromanagement is encouraged, eroding trust and leaving little room for autonomy or growth. HR processes are inconsistently applied and are used selectively as disciplinary tools. Feedback loops are broken — teammates are encouraged to speak up but punished in practice, and it is safer to stay silent than to be transparent or proactive. When concerns are raised, retaliation or isolation often follows, not accountability or process improvement. Payroll and compensation systems lack structure and oversight — serious ethical lapses are reframed as harmless “clerical errors,” while minor, unintentional lapses in systems or processes are escalated into formal disciplinary action against the individual running them. Support systems regularly fall short for employees navigating health, mental health, or neurodivergent needs — accommodations may exist on paper but are rarely followed through in practice.

- Bonus is abysmal so don't expect much. No AWS. - Slow to no room for career growth and progression. - Lack of manpower requires you to wear many hats. - Quantity over quality for output. - Depending on the Team leaders, they can get complacent and push their work onto you. - Some leaders don't guide and you may need to be their scapegoat for the mistakes whether you're a full-timer or intern. - Lack of transparency and communication within the team, we stick to our own silos most of the time. - A lot of last minute work is normal. - No funding for courses to improve career skillsets, lack of staff benefits for a American MNC.