TSA Riley reviews about "team"

Yappy graduate/APMs wearing inappropriate gym clothes and standing around time wasting - BAD image for the company. People cannot focus with them around.

There is a lot to deliver, and at times the teams don’t feel quite large enough to support everything effectively. However, I appreciate that recruitment is a major focus for the business, and this is often the reality for organisations experiencing rapid growth.

Absolutely avoid - every month they made redundancies and people are literally crying in the hallway as they dont know what they did wrong - despite the advertising the culture is absolutely dead as theres no way to grow/learn more/earn more since they start fresh on new bid each time with new team - dont make the mistake I did and go for the money because its too good to be true and even nice people end up lying to you because they themselves were lied to and didnt know it

For a company of this size, the standard of IMS and QA is appalling. There are no dedicated project delivery or management plan templates, and employees are left to create their own or reuse files from previous companies. These are fundamental tools for any PM firm. The company is plagued by a culture of fear and blame that trickles down from the top. Headcount appears to be a priority for the leadership team, with little regard for talent. The calibre of the directors and leadership team is low. Many are disconnected from project details and rely heavily on junior staff. No structure to performance development or promotions process, favoritism evident. This creates a poor environment for graduates to learn and grow. The hardware and IT systems are among the worst in the industry, resulting in significant inefficiencies. The Sydney office is also in need of refurbishment. The company is a shell of its former self and is rapidly losing work due to its reputation.

Can be inflexible due to size, limited bonus options

TSA Riley was once a company people were proud to work for—collaborative, people-focused, and led with integrity. Unfortunately, that version of TSA Riley no longer exists. The culture has unraveled quickly. Employees are treated like headcount, not people. Communication is nearly nonexistent, and major decisions—like restructures and redundancies—are made behind closed doors and barely explained. Morale is the lowest I’ve seen, and many high performers are walking out the door. A major part of the problem is the CEO/Sector Leads. Completely disconnected from what staff are experiencing, they remain silent while teams burn out, systems fail, and confusion reigns. Messaging from the top is tone-deaf, overly polished, and out of sync with the real issues on the ground. There’s no visibility, no accountability, and no evidence of a clear plan. Workload imbalance is another serious concern. Some teams are working 50+ hour weeks under extreme pressure, while others are under-utilised. These inequities are ignored, and hard work goes unrecognised. Meanwhile, People & Culture is functionally absent—auto-replies are often the only response you get. Efforts toward diversity at the leadership level feel hollow. Representation exists on paper, but it’s not backed by real advocacy, engagement, or influence. It’s incredibly disappointing to see a once-great company spiral like this. TSA Riley has lost its identity, and unless there’s a significant leadership overhaul, it’s hard to see things improving. I share this not out of bitterness, but in the hope that meaningful change will come. TSA Riley once had the potential to be a truly exceptional place to work. Sadly, that potential is being wasted.

Lack of management support. People come and go as they please. If you are not a favourite, you will know.