Those Positive Reviews Online? They Were Requested
One of the first things new joiners are nudged to do is leave a 4 or 5 star review on LinkedIn and Google. Someone in their first month has barely scratched the surface. They don't know the real culture yet. Give it 2 to 3 months and their opinion changes completely. So if you're researching this company and seeing a lot of praise, dig deeper. Check when those reviews were posted and how long those people had actually been there.
Unequal Treatment Across Teams -
Some teams work 5 days a week, others 6. No transparency on why. If you're on one of the 6-day teams, that's your reality, take it or leave it.
Festivals? Work Anyway -
Don't expect to spend festivals with your family. Employees are made to work on public holidays and given a comp off instead, but the value of a festival leave is being home on that day, not some random weekday later. To add to the frustration, senior people take the leave they want, while junior employees are the ones stuck working.
Management Is the Core Problem -
Leadership has a fixed mindset about every employee. It doesn't matter how well you perform. If the management has decided something about you, that's final. Managers' words are taken as truth without verification, and employees have no real way to present their side.
Roles Aren't What You're Hired For -
Technical hires are frequently pushed into business roles to fill gaps left by people quitting. It happens without much discussion or compensation adjustment.
Constant Attrition, Unstable Policies -
People leaving, including abscondments, is a routine occurrence. Policies shift based on management's convenience. There is very little stability or fairness built into the system.
Bottom Line: If you're considering joining, ask very specific questions about your team's working days, holiday policy, and role scope, and get it in writing.
