The "leadership" team brought in by Mphasis (Yesh and Frank) don't seem to have any experience running or growing a business like Stelligent, and it shows. Stelligent went from a company that was growing so fast it couldn't hire enough engineers to staff its contracts, to laying off a significant portion of its engineers because the new sales team can't actually sell our services.
Salary and compensation are now far below industry average. They offer no 401k matching, no equity compensation, and a bonus structure that results in engineers often not getting any bonus at all because the sales team (lead by Yesh) is ineffective. Even if you are a top performer, it is nearly impossible to get a raise or a promotion.
"Leadership" also has trouble adhering to the policies that they themselves created. One week they'll outline the process and requirements for getting promoted, and the very next week they'll promote someone outside of those guidelines. One month they'll announce that employee evaluations occur in April and October, and that raises and promotions will happen during those months, only for April to roll around and they casually mention at the bottom of an email that they aren't going to be giving out any raises or promotions.
Company policy will also be changed without any announcement. When the billing guidelines were changed, it was just updated in the handbook. When called out by employees about the lack of an announcement regarding the change, "leadership" would gaslight employees and claim that it was announced during our weekly company all hands meetings. Even though those meetings are recorded, and reviewing the recordings showed that it was never announced, they would then just claim it was announced at some other meeting that wasn't recorded.
Mphasis (Stelligent's parent company that handles all business functions) has also had significant trouble even performing those basic business functions, like reimbursing their employees in a timely fashion. The finance team would promise to reimburse on a certain date, and then fail to do so. Employees need to monitor their bank accounts to ensure funds are deposited as promised, because if you don't you might not actually get reimbursed.
When engineers are hired (at least when Stelligent was actually hiring people instead of laying them off), they are asked to affirm that they are okay with traveling up to 25% of the time. But once you are hired you might be placed on a contract that requires 50% (or in some cases 100%!) travel.
It's a shame that this is what Stelligent has become. When I first started working there (before the acquisition by Mphasis) it was a great place to work with great people, culture, compensation, and growth opportunity. Now it's just a shell of it's former self, with most of the remaining good people fleeing for the exits. I doubt Stelligent will be hiring again anytime soon (if it survives at all), but do yourself a favor and work elsewhere if you can.
