Mumbai Ops is a small team, less than 10 members, hence limited scope to grow in the long term. Better to plan for 3-4 years with the company (3 year stock vesting).
Compensation looks attractive on paper with bonus and stocks. The bonus calculation is so complicated that even the best of chartered accountant can’t decipher the amount you will receive. The stock amount is greatly reduced due to tax deductions, transaction surcharges and dollar conversion fees. The company calls the stocks as “golden handcuffs” and uses it to its advantage. When you leave the company (or laid off or kicked out), the stocks would be forfeited. “Salary correction” is a forbidden word. Compensation changes during annual reviews never matches with your effort and ratings (at least I haven’t seen for myself or for my team in the 4 years I worked here).
The company is almost 22 years old, hence has its share of old products, tools and technologies. They are trying hard to give up legacy systems, but the progress has been extremely slow (and frustrating).
The company has a big share of people who are with them for more than a decade, golden handcuffed, happy and content in their positions.
The organisation is engineering/product driven and operations always takes a backseat. This blocks introduction of new tools, technology or even upgrading new ones. Sometimes, the legacy mindset of the leaders also comes into play.
Managers are treated as God, you can’t question manager’s decision, especially during review ratings and compensation changes. The HR team, called as “People and Culture” team, is a dumb spectator and sides with the company leads. The People and Culture team is only visible while preparing the job offer letter and non existent afterwards.
Although the office infrastructure is great, of late, the culture has been going down. They’ve invested heavily in sprucing up the office (spent unnecessarily and extravagantly), but not ready to invest in their own people. Inspite of good efforts, performance and receiving a good annual rating, many (including in tech) were handed a pink-slip due to “business decision” and were unceremoniously kicked out (during covid time 400+ were kicked out). This act showed the true character of the company (and its leaders). The company has shown that this will be the culture going forward (substandard hiring and firing at will).
