UiPath

Great company with a great product.

Good benefits, colleagues, and culture.

The infamous 6 months hike promise. This seems to be a consistent false promise made to almost all the people who joined the organization in India in 2019. This was used as a negotiation factor while discussing the CTC at the time of joining. How is the organization planning to compensate the ones who lost a minimum of one hike cycle (Sorry, correction as per India People Ops) due to the change in organization compensation policies?

The management boasts of transparency in every aspect, but when it comes to compensation, everything gets blurred. There is a huge disparity in pay. I had a co-peer of mine (we had the same role, we were in the same team, we also had the same number of YOE) and he was earning 60% more than me 2 years ago. The great, great Job Architecture was supposed to rectify the job titles and discrepancies like these, but the goal changed over time and salary correction was totally omitted. As I see, with the recent increment also my salary is still not close to what my co-peer was getting paid 2 years ago. How do you justify such pay gaps? This is very demotivating and disappointing. I'm going to quit sometime soon.

Advice to the candidates who are planning to join:

• HR will try to lowball you, negotiate well. If you don't, you will end up like me.

I love UiPath. I joined with such huge hopes.

I feel so sorry for myself and my colleagues for having such poor leadership under India Engineering and People Ops.

Please don't be unethical.

Please don't keep underpaying the employees just because they were underpaid previously.