DPL Reviews

- Micromanagement - Less than average salaries - Not much benefits - Sells growth plans which are never implemented - Arrogant management - Months of delays in yearly appraisal - Penny appraisals - Discrimination, the employees who show-off more are celebrated instead of the ones that actually work hard - Politics by the POs - Encourage feedbacks but uses these feedbacks against employees - Has implanted systems by which one has to "earn" the benefits through some weird point system - No outdoor recreational activities, only does one trip a year - A single individual is required to put in a tremendous amount of work - No promotions, People are hardly promoted. Most of the people who had promotions are either the ones who have spent 5+ years at the company and have no competence or the people who are good at talking

• No financial growth even after multiple performance cycles. • More of an experiment ground than a workplace. • No provident fund. • Extremely high turnover. Many don’t last beyond a year, and silent layoffs are common. • Feedback channels, “Ask Syed” sessions and surveys are just surface-level PR. • You hardly get to build strong friendships with coworkers because people leave so often. • Company charges clients for top-tier talent but cuts costs internally by overburdening staff. • Mostly hires fresh grads or GTOs to keep salaries low. • Performance reviews are vague. Sometimes they just say things like “your work didn’t have a wow factor” or “you’re not active in our culture.” • Engineers are regularly forced to take on unrelated roles (QA, DevOps, AWS) under the guise of “growth” when in reality, it’s to avoid hiring proper resources. • Religious ideology is casually inserted into sessions in ways that discourage employees from seeking better pay or growth. • That “most loved workplace” title seems like it comes from new joiners who haven’t faced an annual review yet. Summary: DPL feels less like a workplace and more like an ongoing experiment. People come and go constantly, and just when you build meaningful connections with colleagues, they disappear. This instability affects not only your professional growth but also your personal peace of mind. Behind all the “culture” branding is a cost-saving machine. You’re expected to over-deliver, take on unrelated roles, and still be ready for abstract criticism like “lack of wow” in your work. Instead of hiring actual resources, engineers are stretched thin across roles, then shown the door when the company decides to “refresh.”