Management Bias: There is a visible trend of regionalism/nepotism where leaders tend to hire and promote people from their own specific background rather than based on merit.
Lack of Technical Leadership: Most directors and managers come from non-technical backgrounds. This creates a gap where they cannot evaluate code or design quality. Consequently, promotions are based on "perception management" and social engineering rather than technical excellence. Total number of directors are 12. Total number of architech are 2 (working remote)
Style Over Substance: To succeed here, you must focus on "making noise" in group chats and using technical jargon rather than implementing solid solutions. Those who focus on deep work are often overlooked. Show-off culture. Perception/Prejudice over deep tech work.
Instability: Sudden "silent layoffs" occur via late-evening calls with HR. Compensation hikes are frequently delayed (shifted from April to September), and quarterly bonuses have been cut due to operational issues.
Resource Shift: High-value projects are being moved to other regions (like China), leaving the local teams with mostly maintenance work.
