Not recommended: Toxic culture , hire and fire, constant micromanagement, No career and financial growth
Not recommended: Toxic culture , hire and fire, constant micromanagement, No career and financial growth
- Companies product offering is good.
- Remote work option is available and is really appreciated. Though often overshadowed by rigid working hours, micromanagement, and an overall toxic work culture.
- Decent Health benefits.
- Company recently got funding so it's healthy and expanding its offering.
- Toxic and micromanaged work culture, especially prevalent in teams like Loans, Cards, FX, and Debit. Senior managers and Engineering Managers (EMs) frequently resort to public humiliation and shouting during meetings. Raising concerns with HR often backfires. - Rigid work hours with no flexibility, particularly for India and other offshore teams. Workdays often extend late into the evening, with micromanagement being the norm. - Poor engineering practices like excessive documentation, lot of dependence on Senior management and require approval for small things. No autonomy to engineers. - Many managers lack basic people management skills. Feedback, support, or mentorship is virtually nonexistent. - No respect for time zones – employees are regularly asked to join meetings outside of their standard working hours and long meetings breaching working hours, impacting work-life balance. - Offshore teams are excluded from engagement activities like team outings, offsites, or wellness days – the expectation is to work and only work without any recognition / or any engagement and team activities. - Career progression is poorly defined. Titles are overly broad for eg: Senior Associate title is overly broad and often used to assign higher-level responsibilities without fair recognition or compensation. Reviews are often manipulated to reduce variable pay. - Excessively long meetings are common, often dragging on for 5–6 hours. - HR rarely takes action on feedback, and there's a general fear among employees about reporting issues, especially related to management. - No Increments and salary growth. Reviews are biased, vague and opaque - Performance evaluations lack fairness – developers are often blamed for missteps by PMs or EMs and management. - Teams like loans lack innovation or technical growth opportunities, stifling career development. - Minimal focus on modern technologies, including AI or productivity tools. Innovation is discouraged. - Offshore employees, particularly from Asia, often face disrespect, poor collaboration, and lack of empathy from other regional teams and managers. Managers from other regions frequently deny leave requests without cultural understanding or compassion. - No mentorship provided by management, managers. - Hire and fire culture prevalent. Even employee turnover and unhealthy attrition is quite high in teams.
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