Areas of Concern
* **No appraisal or career growth:** There has been virtually no salary appraisal or meaningful career progression for employees.
* **Poor management decisions:** Leadership lacks a clear long-term vision for running a technology organization. Business decisions often appear reactive rather than strategic.
* **Mass hiring and layoffs:** The company has repeatedly hired employees in bulk and later released them based on business requirements, creating significant job insecurity.
* **Limited billable projects:** A large percentage of employees depend on a single major project for billing, while many other projects have limited scope or growth opportunities.
* **Frequent role changes:** Employees are often moved into completely different roles (for example, from Software Engineer or UI Designer to L1 Support) primarily to keep them billable, regardless of their career aspirations or technical expertise.
* **Career impact:** Many long-serving employees have found it difficult to compete in the job market because they were unable to gain relevant technical experience or work on modern technologies.
* **Favoritism:** Opportunities such as onsite assignments, promotions, and recognition appear to be limited to a select group of employees rather than being based on merit.
* **Technical teams undervalued:** Development, QA, Publishing, and other engineering teams often do not receive the recognition or importance they deserve.
* **Shift to third-party payroll:** Employees are increasingly being moved from the company's payroll to third-party payrolls or other partners, often with limited job security and unclear future prospects.
* **Leadership changes:** Earlier leadership focused more on company expansion and employee growth. Under the current management, many employees feel that decisions prioritize short-term business interests over employee development.
* **Lack of investment in employee careers:** Employees who have spent several years with the company often feel their loyalty and contributions are not adequately valued.
* **Outdated management approach:** Senior management appears disconnected from current technology trends and modern software engineering practices.
* **Limited AI and technical understanding:** Despite frequent communication about AI and emerging technologies, there appears to be limited practical implementation or technical leadership in these areas.
* **Unrealistic expectations:** Individual contributors are expected to handle coding, project management, Scrum ceremonies, client communication, documentation, and multiple responsibilities simultaneously without adequate support.
* **Leadership accountability:** Employees are often questioned about their contribution at the organizational level, while business development and senior leadership should primarily be responsible for acquiring new projects and increasing billing.
* **Poor employee morale:** Due to the current IT market conditions, many employees continue working despite concerns about management practices and limited career growth.
* **Layoffs and uncertainty:** A significant number of employees have been released, creating uncertainty across the organization.
* **Client payroll transitions:** Some employees are transferred to partner organizations' payrolls while continuing to work on Samsung projects until billing is approved. This creates uncertainty, as their long-term employment depends on the third-party employer.
* **Lack of employee facilities:** Basic employee benefits, such as adequate car parking, are limited, with reserved spaces allocated only to certain individuals.
* **Questionable workforce planning:** Despite limited recruitment and onboarding activities, the HR department remains significantly large. During layoffs, the finance team appears to carry most of the operational workload.
* **Overall experience:** My experience significantly impacted my professional growth. I believe the company needs stronger technical leadership, transparent career planning, fair opportunities, and greater focus on employee development.
