Undergoing a cultural evolution - Anonymous employee Fractal Employee Review

3.0
Aug 1, 2019
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Sharing my perspective rather than Pros : Ask the fresh new folks and they like Fractal, ask the older Fractalites and they would say that the older Fractal used to be amazing. While it is amazing that the Glassdoor rating is at a high, a lot of Fractalites know that the earlier Fractal used to be amazing. The culture was inspiring, it asked us to be better versions of ourselves, to rise above others. It was the principles and not facilities that made it a joy to work at. Right now, it is still is one of the best places to work for, but it does not hold a candle to what the place once was.

Cons

The principles still exist, they are talked about as well. But it is no longer visible on floor. In pursuit of Margins and Revenue, the principles are the ones that seemed have been compromised on. It is a difficult balance to achieve, but that is what separates Great from the Good.

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May 21, 2026
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CEO approval
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Pros

Good place to work Friendly lead

Cons

Swtiching project will be hectic

3.0
Apr 25, 2026
Recommend
CEO approval
Business Outlook

Pros

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

4
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