PromptCloud Reviews

Thank you for the review. Not sure if the location of the office is something to complain about anonymously here since you'd have visited the office during the interview process too. We are proud that we've used the bootstrapped funds optimally. Regarding the PF, looks like you misunderstood a legal document. Employees have always sent us their clarifications and we have promptly clarified it for them. As an organization, we can neither change nor effect PF rules. There's less to complain about when not approaching HR in a small team :) We are obsessed about the quality of work we do, and hence as you rightly pointed, that's something we can't compromise on. Despite our stringent hiring process, if an employee fails to perform as per expectations, we invest quality time to bring him/her up to that level. Unfortunately, that's a situation of misfit for both company and the employee. We are one of the higher payers when it comes to salary. Our average salary is above industry standards. As for raise, we couldn't have been more generous because performers have been awarded raises in ups of 50% at times. Additionally, performers are rewarded from time to time, formally via our awards program and casually over starbucks/ice cream/movie tickets. I'd request you to retrospect into the points you've mentioned since they look more like venting out than genuine feedback. We'd like to wish you all the best for future endeavors.

Thanks for taking time to review. Let's get the quantitative misinformation out of the way. No one is expected nor anyone clocks 12 hours. That'd be very silly. Based on our logs, max average is 9 hours and last someone had to come to office on Saturday was 1.5 years back and there too they got comp off. At times you'll stay a bit late to finish the stuff, at other times you'll go early, that is natural. Measuring timing is foolish and everyone ignores it if there is output and focus. Coming to the next point that you are told on face that performance is not good. That has to do with style of your manager. Mentioning both good and bad performance in one to one is a good idea, and is encouraged. Additionally, good performances should also be rewarded and recognized publicly (only last quarter I think 7 people got award for their performances). Given the concerns raised here, I'm afraid it was a case of not meeting work deliverables on multiple occasions. We'd like to wish you all the best for your career ahead.