Pros
Leave policy on paper is decent
Cons
Working here has been a frustrating experience, primarily due to excessive micromanagement and lack of effective leadership within the team. As a Senior Software Engineer, I expected a certain level of autonomy and technical guidance. However, the reality is quite the opposite. The manager, despite having 20+ years of experience, lacks both technical depth and team management skills. There is constant monitoring frequent pings throughout the day (sometimes 15–20 times) just to check what you are working on and when it will be completed. This creates unnecessary pressure and disrupts productivity. Project planning is also highly unstructured. Employees are often pulled into projects with little to no context and are expected to provide rough estimates immediately. If those estimates turn out to be inaccurate, the expectation is still to deliver within the original timeline, which is unrealistic and stressful. Leadership at the director level adds to the challenge, Weekly 1:1 meetings, which are supposed to address employee concerns, often turn into work discussions or additional task assignments. There is a clear disconnect between intent and execution when it comes to employee support. Work distribution is inconsistent and, at times, biased. Some employees are given up to 6 months to work on a project, while others are expected to deliver similar work within 1–2 months. This lack of fairness impacts morale significantly. Work-life balance is another major concern. While leadership appears to maintain shorter working hours, the expectation from the team is to work 12–14 hours a day, along with frequent meetings and constant follow-ups. Even during sick leave/emergency leave, there is an implicit expectation to stay connected and work, which defeats the purpose of having a leave policy in the first place. Additionally, taking leave often leads to unnecessary questioning, making employees hesitant to use their entitled time off. There is also no breathing space between deliverables. If a sprint ends or a project is completed, instead of allowing time to stabilize, learn, or briefly recharge, additional work is immediately assigned. Similarly, if a team member is on sick leave, their workload is quickly redistributed without proper planning, increasing pressure on the rest of the team. The overall work culture in the India team feels extremely demanding, with expectations that often resemble continuous output without balance. While company branding and external communications (such as LinkedIn posts highlighting wellness initiatives like yoga sessions, team lunch, team outings, etc in global offices) project a positive employee culture, the ground reality here feels very different, with limited focus on employee well-being. • Extreme micromanagement • Weak technical and managerial leadership • Unrealistic deadlines and poor project planning • Biased workload distribution • Poor work-life balance • Lack of respect for personal time, even during leaves • Limited benefits beyond fixed salary • Lack of focus on employee well-being in practice
