The things that are broken at that company, which are the things people keep reacting to in this thread as "why is service X so bad?"... they're going to stay broken. It's still not caring.
If you care enough to leave, you actually do care about the quality of your work. No, you can't fix other people, but you can change your environment.
The OP here, basically has a simple (and common!) 3-way collaboration/communication problem:
- OP did not get along with 1 single fellow coworker that he was assigned to work with; this coworker reportedly does not listen to reason, does not read the research or background info that OP shared, etc.
- OP tried to seek help from a manager/lead type person, but that person was also not useful (i.e. not able to force a course-correction towards better collaboration).
Note: OP did not actually indict his entire team, or the entire eng organization, as all being hopelessly useless. OP said he had a problem with 2 specific people, and asked for tips to deal with that (small!) scenario. But instead of giving "small" advice for a "small" (and again, common and usually fixable/at-least-improvable) problem, both the toxic hive-mind as well as the HN commentators here have completely avoided trying to solve the actual root issue (which isn't nearly the impossibly-large-turnaround effort that everyone's making it out to be)... What we have here, is fundamentally an XY problem (https://xyproblem.info/), in that OP asked for help with X, but got advice about Y.
EDIT: Okay so I guess I should offer some concrete advice to OP for what I'm calling his "small" original problem -- usually there are 2 categories of options from this point: either escalate again, or try to resolve interpersonally without escalation.
- Escalation route: OP tried the 1st manager/tech-lead, who couldn't bring a resolution... that's... pretty common actually! So escalate 1 more level, calmly and professionally. Whether it's a skip-level director/VP, or a project manager, or whichever stakeholder is appropriate in OP's context -- explain politely what steps you have tried to solve the problem so far, why the counter-proposal / alternative is bad or won't work, and emphasize that you are still happy to collaborate further, but you are currently at an impasse and need a more senior person to weigh in. Then, OP needs to be prepared to "disagree and commit", if the decision doesn't go his way. NOTE: if the decision doesn't go his way, it could mean 1 of 2 things: a more senior person brought in extra context or expertise that OP did not know about and hence made a better decision that OP can learn to appreciate, OR it could mean everyone is an idiot and OP is the only sane person in the company... there's no reason to jump to the most negative conclusion as the only one, but certainly I acknowledge it's possible (I just don't think it's good advice to assume the worst, without even trying a simple +1 extra round of escalation... OP could at least try 1 more time).
- Non-escalation interpersonal route: OP can find a professional way to say to the problematic coworker, "frankly, I still disagree with your approach, and it's my job to document my disagreement with our manager(s), but at the end of the day, if you insist on doing it your way, then go ahead". Sometimes, the only/best way to learn, is to let someone else try and fail. This isn't callousness or retribution, this is actually a common lesson for mentors who might otherwise struggle to try and protect their mentees from ever possibly making a mistake or being wrong about something... an overbearing/overprotective mentor would need to learn how/when to take a step back, to let a mentee try and fail and learn-how-to-learn from their failures. Of course, OP is not this coworker's mentor, and does not need to feel obligated to assume that role, but I am simply pointing out that letting someone go off and do something you disagree with, can actually be an act of caring (rather than a form of not-giving-a-fuck).