From what I read, OP did speak up at the beginning to say that backend was late, but never directly put K&#x27;s methods as the center issue, to avoid &#x27;pointing fingers&#x27;.<p>Even when transferred team members complained, before leaving, OP didn&#x27;t state in the text that anything was brought up to management.<p>There are orgs where managers &#x27;above&#x27; the team lead level are completely clueless about the technical side, and OP&#x27;s company seems to be of this type if K&#x27;s getting away with her behavior, meaning that she can bullshit her way through this if nobody on the same level rises the issue.<p>Still, I&#x27;d agree with getting out of this type of org anyway, but upon reading I just feel like OP didn&#x27;t &#x27;fight&#x27; properly. There are several levels of action that one can take in this situation: trying to influence the coworker&#x27;s behavior, face to face discussion, documented report of what&#x27;s wrong to management, asking for an assessment of project state by another experimented tech lead... And these actions have to be taken early on, quitting being the last resort.<p>Note that I&#x27;m bringing this up because I haven&#x27;t seen these mentioned explicitly in OP&#x27;s writeup, so I assume that none of these strategies have been tried, but I may be wrong.