What is the hiring process like at EXL Service?

At least on my location home office is the norm, 4 days a week. However, at some point they requested to go to the office all week, even though they offered full remote work.

Engagement managers have terrible communications skills, project managers lack leading skills and do not give enough feedback even went asked directly. Hiring process is lengthy and they give false information about the perks. Also, they proactively tried to take our workload and relocate it with their countryman.

1. Work Flexibility 2. Salary on time 3. Good for people who want to work late night.

1. Irregular shift timings, creates health issues 2. Cost cutting to as much as possible. 3. Does not follows the Labour Laws. 4. HR function is very poor, no HR connect and problem solving. 5. No overtime payment. 6. Poor team management. 7. Hiring process is very slow and tedious. 8. I regret working in this company. 9. IT function is very slow in every aspect. 10. Lots of favouritism and biasedness. 11. Management is not trustworthy as they can rollback the bonus/promotion/offer letter for any reason at anytime.

The initial paid training program left a positive impression. The program spanned 4-8 weeks, depending on experience, during which we were exposed to a series of well-organized presentations that delved deep into the intricacies of the insurance industry and the responsibilities associated with being a premium auditor. The training not only covered theoretical aspects but also provided valuable insights into what we could expect in the field as auditors. This comprehensive approach to training equipped us with a solid foundation and a practical understanding of our roles. One standout aspect of the training program was the inclusion of practice audits, which proved instrumental in reinforcing our learning. The hands-on experience allowed us to apply theoretical knowledge in a simulated environment, contributing significantly to our preparedness for real-world auditing scenarios. Throughout the training period, the management team demonstrated a high level of support and approachability. The training managers were not only knowledgeable but also displayed a personable and encouraging demeanor. Their commitment to ensuring our success was evident in their willingness to address questions, provide additional guidance, and foster a positive learning environment.

I have been working as a Remote Premium Auditor in the New Jersey area at EXL Service for less than a year, and I believe it is important to share my experience to provide potential employees with insight into the working conditions and senior management style within the organization. One of the significant challenges I have encountered is the management approach, particularly from a senior manager, who holds a regional position within the company. Unfortunately, this manager is notably production-driven and tends to view employees as mere numbers rather than recognizing and respecting their unique skills and contributions. The emphasis on high production levels is clear, but unfortunately, this drive does not align with the encouragement of a healthy work-life balance. While exceeding audit production targets is incentivized, the overtime compensation is closely monitored. This creates a situation where employees are pressured to meet demanding metrics without corresponding acknowledgment or compensation for the extra effort invested. Adding to the difficulty is the presence of hard-to-attain metrics, making it a challenge to meet minimum standards. Furthermore, the senior manager seems selective in assigning enough work to facilitate the achievement of these metrics, contributing to an environment where job satisfaction is compromised. This selective distribution of assignments fosters a sense that only a chosen few are recognized and rewarded for their efforts, diminishing the morale of the rest of the team. What is disheartening is the manager's explicit statement that audit assignments are not given for merely existing, implying that only high-quality auditors will be rewarded with a sufficient workload. This approach, focused on quantity over quality, perpetuates a feeling of replaceability among employees, fostering an environment where professional respect is lacking. Moreover, it appears that EXL Service adopts a hiring strategy that expects a high turnover, as the business model seems to prioritize quantity over employee retention and quality of work. The mass hiring approach may contribute to a perception that employees are interchangeable, further diminishing the sense of job security and professional value. In conclusion, while EXL Service offers opportunities for remote premium auditors, potential employees must be aware of the management style and expectations within the organization. The emphasis on production without corresponding support for work-life balance, coupled with challenging metrics and selective work assignments, can negatively impact morale and create an environment where employees may feel undervalued and replaceable.

Good company for new hire. Good incentive. Friendly atmosphere. Trainings are valuable.

Slow carrer and Salary growth. All advantages to your managers and they can up/down you as their decision.

They provide us cab facilities.

This company has proven to be highly disappointing on various fronts. Firstly, they unnecessarily delayed the hiring process and conducted training without providing any compensation prior to joining. This practice raises concerns about their commitment to valuing the time and efforts of potential employees. Additionally, the salary offered by the company is significantly below industry standards. Furthermore, there is a blatant mismatch between the domain for which individuals were hired and the actual work they are assigned. This lack of transparency and alignment between the designated domain and assigned tasks creates a sense of dissatisfaction and mistrust among employees. Overall, these issues paint a troubling picture of the company's approach to recruitment, compensation, and job responsibilities.

Good learning experience and exposure to with work directly with onshore clients.

Less salary, very bad process , Exl hired me from campus with fixed promotion plan but still they have not promoted me even I was working directly with onshore clients and they were happy with my overall performance.

Interview process is so cool and anyone would crack. A great opportunity for freshers to begin their career.

Work is little hectic. Transportation facility needs to be improved.

Talent Is Optional, Flattery Is Mandatory Come for the Job, Stay for the Favoritism An Excellent Place for Office Politics. Where Bias Is a Leadership Skill. Recognition Goes to the Loudest Cheerleaders. Opportunities to learn office politics firsthand. Clear understanding of how favoritism works in corporate environments. Fast-track growth… if you align with the right people. Strong exposure to hierarchy dynamics (juniors can become seniors quickly). Encourages development of relationship management skills over technical skills. Performance ratings are predictable once you understand the system. Internal Job Postings (IJP) help you understand internal decision-making processes early.

Where Office Politics Is the Real KPI Climb the Ladder… Through Politics Performance Reviews? More Like Political Reviews Corporate Politics > Actual Work A Masterclass in Office Politics Where Networking Means Picking Sides Less Work, More Politics Your Growth Depends on Your Political Skills Office Politics: The Only Skill That Matters Where Playing the Game Beats Doing the Job Here’s a polished, sarcastic “Pros” section you can paste into your EXL Service Glassdoor review. It reads professional on the surface but clearly carries your message: Pros: Excellent environment to understand how office politics drives outcomes Clear and consistent system where growth is aligned with management preferences Strong exposure to real-world corporate dynamics, including favoritism and hierarchy shifts Opportunities to quickly learn the importance of visibility over actual performance Internal Job Postings (IJP) provide insight into how decisions are made in advance Encourages development of relationship management and “upward alignment” skills Promotions follow a predictable path once you understand the internal ecosystem Great place to build resilience and adapt to challenging workplace behavior Unique chance to experience rapid role reversals, where juniors can progress quickly Cafeteria experience helps keep expectations grounded If you want, I can now craft a killer “Cons” section + Advice to Management that complements this tone and makes the whole review stand out. No need to use positive words here, leta be frank and to the face Got it — blunt, direct, no sugarcoating but still structured enough for Glassdoor. Here’s a sharper “Pros” section written with straight sarcasm and honesty: Pros: You quickly learn that office politics matters more than actual work Favoritism is obvious, so you know exactly where you stand Promotions and ratings are predictable once you see who the favorites are Bootlicking is clearly rewarded, no confusion about what works Juniors can become your seniors overnight, so expect constant role reversals Internal Job Postings (IJP) show how decisions are already pre-decided Talent isn’t a factor, which removes pressure to actually perform No grooming or development expectations, so you’re on your own You build a thick skin from regular disrespect and humiliation Cafeteria food lowers your expectations permanently If you want to make the review hit even harder, the contrast between this and a brutally honest “Cons” section will really drive your point home. Need to add more points Recruitment is where you are humiliated the most, you will be bullied Alright—keeping it blunt and consistent with your tone, here’s an expanded version you can use: Pros: You quickly learn that office politics matters more than actual work Favoritism is obvious, so you know exactly where you stand Promotions and ratings are predictable once you see who the favorites are Bootlicking is clearly rewarded, no confusion about what works Juniors can become your seniors overnight, so expect constant role reversals Internal Job Postings (IJP) show how decisions are already pre-decided Talent isn’t a factor, which removes pressure to actually perform No grooming or development expectations, so you’re on your own You build a thick skin from regular disrespect and humiliation Recruitment process prepares you early for the culture—expect to be talked down to or bullied Feedback often comes across as personal rather than professional, so you adapt quickly Managers’ favorites grow consistently, so outcomes are easy to predict Cafeteria food lowers your expectations permanently

- Working from home is a pro. - Big Name is the pro. - Exposure

Absolutely the worst company culture I’ve ever experienced. The organization is plagued with unprofessionalism at every level. They engage in bulk hiring sprees for a few short-term projects, only to fall flat when it comes to sustainability, innovation, and staying competitive. The company is completely out of touch with modern technology trends and market standards. As a result, they consistently fail to secure new business — a failure for which employees ultimately pay the price. In 2024, they executed a mass layoff, wiping out entire teams — including mine — while bizarrely continuing to hire for similar roles in other departments. Redeployment wasn't even considered. They discarded experienced employees without a second thought. I was fortunate enough to secure an offer from a better company just in time, but many of my talented teammates were not so lucky. There is zero respect for employee well-being or job security. People are treated like disposable cups—used and thrown away. If you're thinking about joining this company, think again. You're better off elsewhere.

Great Work Environment and Good work

Internal politics and flat hiring