Pros
Nothing single one pros .
Cons
I am sharing this review to caution both freshers and experienced professionals who may be thinking about joining this organization. Based on my personal experience and discussions with several current and former employees, there are serious red flags related to salary practices, workplace culture, management behavior, and overall employee treatment. Please do thorough research before accepting any offer. 1. Highly Unhealthy Work Environment The overall atmosphere is extremely pressurizing and mentally exhausting. Long working hours are treated as normal, with no clear boundaries. There is almost no concept of work-life balance. Raising concerns often leads to negative consequences instead of solutions. Employees constantly feel insecure and overburdened. 2. Delayed and Missing Salary Payments Salary delays of several months are commonly reported. Employees are still expected to work without any assurance of payment. When questioned about pending salaries, management responses are often dismissive or harsh. Continuous work is expected even during prolonged unpaid periods. 3. TDS Issues Creating Tax Problems Tax deductions are made from salaries but allegedly not deposited on time. Some cases indicate delays stretching over long durations. This creates unnecessary complications for employees during tax filing. It raises serious doubts about financial accountability. 4. Employees Paying for Basic Work Requirements Staff are expected to arrange and pay for tools and resources needed for work. Essential infrastructure that should be company-provided is shifted to employees. 5. No Proper Expense Reimbursement Work-related expenses such as travel or operational costs are often borne by employees. Reimbursements, if promised, are either delayed indefinitely or not provided. Employees end up spending personal funds to complete tasks. 6. Pressure Through Unrealistic Policies Rules and policies are frequently introduced without practicality. Monitoring and control over employees feel excessive. The management approach lacks support and feels authoritative. 7. Taking Advantage of Employee Dependence Employees with financial responsibilities are often pushed to continue under unfair conditions. Management seems aware that some employees cannot easily leave, and this is used against them. 8. Overpromising Projects Without Clarity Projects are often marketed using trending terms without proper planning. Employees are expected to deliver results that are not realistically achievable. Timelines are often impractical and stressful. 9. Unstable Projects and Client Base There appears to be a lack of consistent and reliable clients. Project continuity is uncertain, creating job insecurity for employees. 10. Questionable Recognition and Public Image Social media posts frequently highlight awards and achievements. Many employees believe these are promotional rather than genuine recognitions. Public image does not match internal reality. 11. Misleading Representation of Work Contributions from employees or external collaborators are sometimes presented as company innovations. This creates a misleading impression of the organization’s capabilities. 12. Doubts Around Fundraising Activities Employees have reportedly been asked to participate in fundraising efforts. Transparency around the use of collected funds is unclear. Employees are also expected to promote such activities publicly. 13. Sudden Termination Practices Employees have faced abrupt termination without prior notice. Even consistent performers are not secure. High attrition adds to instability. 14. Excessive Monitoring and Restrictions Internal systems are used to closely track employee activity. Leave approvals are strict and often difficult. Personal time is indirectly monitored, affecting mental peace. 15. Exit Process is Complicated Full & Final settlement is often delayed. Experience and relieving letters take a long time to receive. Communication from the company drops after resignation. Additional unexpected costs may fall on employees during exit. 16. Weak HR and Management Processes HR operations lack structure and consistency. Employee concerns are frequently ignored or mishandled. Raising valid issues can lead to internal politics instead of resolution.
