Pros
Strong, committed teams - the real backbone of the organization. Many individuals demonstrate high ownership, resilience, and a genuine client-first mindset. • Collaborative culture at the operational level - people support each other and find ways to deliver despite structural challenges. • Solid foundation built over years by experienced talent who understand both clients and delivery deeply.
Cons
• Talent strategy feels short-term and cost-driven rather than value-driven. There is a visible pattern of moving roles to lower-cost locations without fully accounting for knowledge loss and impact on delivery quality. • Long-tenured employees and high-potential talent are not consistently protected or developed - which sends a strong (and damaging) signal to the rest of the organization. • Leadership decisions can feel disconnected from day-to-day realities, particularly at delivery level. This creates frustration and lowers trust. • Increasing perception of “volume over value” - risking a shift towards a transactional recruitment model rather than a strategic one. • Morale impact - when experienced, high-performing people exit, the remaining teams feel instability and reduced confidence in the future.
