The company seems overly focused on valuation and revenue growth, with leadership prioritizing earnings over employee well-being.
The CEO frequently promotes the idea of “working less” while indirectly expecting employees to put in extra effort, creating a disconnect between words and reality.
Comparisons are often made to companies like Google and Facebook, but the internal culture, compensation, and opportunities do not match those standards.
There is a noticeable lack of alignment between leadership messaging and personal actions, which raises questions about credibility.
Despite spending heavily on acquiring new companies, employees see little to no meaningful salary increments or rewards.
Promotions are heavily influenced by internal politics, with senior management favoring specific individuals rather than rewarding merit.
Employees who joined as freshers are often promoted faster than experienced lateral hires, regardless of actual performance or capability.
The company appears to value tenure more than skill, contribution, or dedication.
Hard work and impact are not consistently recognized, leading to frustration among high performers.
Leadership communication can feel repetitive and overly performative, sometimes using emotional narratives to push employees—especially freshers—to work beyond reasonable expectations.
Offsites and internal events can feel more like tools to motivate extra work rather than genuine employee engagement.
