ReSource Pro reviews

1) Congested working environment - Lack of seating space resulted in systems being loaded in the meeting room, that were converted to make shift production zones. 2) Team members are forced to relocate to new office spaces, outside the city limits. 3) There is no clarity on the salary breakup when offer letters are released. 4) Team members are forced to be on PIP, even if the errors committed were below the set threshold limit. 5) Dependency on China office. All rules and trainings are designed based on the China team's experience. Team members in China do not have a strong command over English and needs to go through business communication. Same is implemented in India and team leaders and above are forced to go through the 3 months program during office hours. 6) Even directors are targeted and placed on Performance Improvement Plans to satisfy senior director's ego. 7) Ready to onboard clients who bring in peanuts for business. 8) Managers are a joke - They discuss people rather than opportunities. 9) Maternity leaves were used as a reason to not complete appraisals and no salary revisions were provisioned for those employees. Those team members were told that they will be considered for appraisal during next year. 10) Working beyond shift hours are celebrated. When team members are actually spending several hours in the smoking zone during the shift hours. 11) Rules are modified as per the convenience. Entire management went camping to a near by resort in June 2025, during office hours. 12) Your promotion solely depends on how close you are with the senior directors. 13) Last 3 Assistant Manager to Manager promotion was only because they resigned and threatened to join the rival organization (who was ready to offer work life balance)

-Insane hours -Backstabbing was highly encouraged. Instead of peer-to-peer discussions, employees were incentivized to report any issue to the manager of the coworker with whom they did not agree. This created an atmosphere of mistrust and defensiveness instead of collaboration. -Unattainable goals: every employee at this level was given the same sales goal regardless of what their assigned book of clients was comprised of. Some people had "cash cow" accounts and would make their sales numbers without doing any work whatsoever. Others were given client books which had no upside and yet they had the same sales goal. -Annual performance reviews were a joke: the evaluation had criteria of "Does not meet", "partially meets", "mostly meets", "meets" and "exceeds". A person could hit 99% of their sales goal and was automatically assigned "Does not meet". Yeah, that's fair. NOPE!