Accenture

Work-life balance is good. It provides free transport to employees.

1. No direct client exposure in 9 out of 10 projects. The concept is that if a guy is working for a client in France from Bangalore, then Accenture (France team) is that guy's client. The guy has no visibility to the actual client in France. The onsite team (Accenture, France) deals with the client directly.

2. Because of point (1), there is very, very little onsite opportunity. Since the Accenture (France) team has direct client exposure, there is no need to send people from India. This is not only applicable to Accenture, France, but across all global locations. Accenture has a global presence.

3. Very low-end work is sent to Accenture, India. Design work is done by the onsite team/client (e.g., Accenture, France). Only implementation is done in India. Most of the time, the guy sitting in India has no idea why a code needs to be changed.

4. As a result of points (1, 2, 3), career growth is limited, and freshers are largely affected in their initial career.

5. In many cases, supervisors are not technically sound. When there is no client-specific work, they ask to do something on which they themselves do not have a clear idea, just to keep people engaged.

6. Salary is disappointing (for people who joined as a fresher and till the next 3 years). It is good for laterals.

7. Promotions and ratings are more dependent on project budget than on credibility. If there is a project budget to promote 2 people in a project from SE to SSE and there are 3 eligible people equally credible, only 2 will be promoted. But if there are only 2 people and both are not at all worthy, still, both will be promoted.

8. No 360-degree feedback process. A global employee survey takes place every year for namesake.

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1. Increase compensation standard.

2. Don't fool people with a program name called 'GCP' (Global Career Program), which is totally project dependent and very few people are a part of it.