I've been working at the company for more than 1 year now and I'm simply amazed by how the company goes to great lengths to ensure that the employees have a complete job satisfaction.
1. Flexible timings - Fractal Analytics stresses on getting the job done, rather than making the employees grind through mandatory 9.5 hours.
2. Work from Home options available.
3. Free breakfast, lunch and snacks.
4. Gaming room and prayer rooms.
5. Fractal also motivates their employees to learn new languages and technologies by keeping monthly courses which are taught and explained by experienced employees and reputed professionals.
6. Parties and festivities are done on a large scale with everything from Family Day to quarterly team parties.
Cons
1. Few managers, rare though they are, are tough nut to crack and often force the employees to work more than 10 hours a day with no appreciation. However, that's like 2% of all the managers in the company.
Fractal Response
9y
Thanks for sharing this. Good to see that you appreciate the people centric culture, fun environment and are motivated to learn new skills. If you do have more feedback to share, please let us know through this anonymous survey: http://bit.ly/FractalQuestionBox
The company's client centricity is exceptional, with a deeply embedded focus on delivering value, reflected in a strong and loyal client base built on high levels of trust and credibility. There is a significant commitment to AI research and forward looking capabilities, alongside a clear investment in building a people first culture over time. The company is well regarded in the market with a strong foundation for continued growth
Cons
TMT suffers from ineffective leadership at the helm with little visible effort to grow capabilities or drive meaningful outcomes. Exec contribution to growth is largely absent, making the net impact negative. Cultural values are not consistently reflected in day to day execution. It has a pattern of positioning other teams negatively including Growth, Tech, AI, and PA rather than partnering, which creates real friction with them resulting in loss of opportunities. There is genuine talent within the team being held back by leadership that prioritizes internal politics over building real capability, resulting in shallow vertical capabilities. The gap between what the company expects and what leadership enables the team to deliver is significant and consistently unaddressed