Razorpay

EMs started micromanaging ICs and disturbing tech decisions a lot, which is not good in the long term.

Managers don't really help in building the plan for IDP; developers have to keep following up for the plan multiple times.

In the last-to-last review cycle, the raise was 10%, and in the last review cycle, it was just 5%. Managers keep giving the reason as market conditions.

Promotions will not help in getting a raise; a few other folks also received only a 5% hike. There are no bucket changes upon promotion, and corrections also never happen if someone joins with very low pay and performs really well.

Team-to-team compensation and promotion change a lot; no matter how well an individual performs in the team, they have never received a good raise or promotion. However, in the platform team, developers have hardly worked on any important items and hardly delivered items on their own, yet they get good raises as well as promotions.

The company doesn't spend money or bandwidth on project management; developers and EMs have to manage all sprint and retrospective meetings.

The company is running multiple initiatives for cost-cutting on infra tools and keeps changing the tools to save money. Developer productivity has been impacted a lot and that has reduced productivity dramatically in the last 6–12 months.

Interns who did a really good job and performed really well, in fact, better than few senior engineers, are still getting a role like Product Development Engineer (salary is almost 2x less than a normal SDE) when converting to full-time. Just because of fewer openings in the market, interns are also left with no choice.