5y
Dear Team Member,
First of all, we would like to thank you for your contributions to the firm before getting to the point where we address your concerns and comments.
Despite so many perceive negatives pointed by you, you chose to stay with us for more than a year. Your profile at glassdoor presented you as current employee working for 1-2 years as of 12th August 2020 (you posted the comment on 8th August 2020) and you changed it to ex-employee on13th August 2020.
We did not have any departures around these dates except for 1 or 2 of our staff serving notice period which will end in two months from now roughly and we think that you are most likely not one of them. So somehow either you put in the dates (and perhaps other info) incorrectly, intentionally or unintentionally.
As you are/were current/recent employee (per Glassdoor as of 12th August 2020), we welcome you to talk to us and we will try to address all your grievances. It seems possible as you seem to have spent 1-2 year with us as per the glassdoor profile.
However for the benefit of our echo-system (which you are part of, even Axience Alumni are also part of our echosystem) we would like to point few things out:
1). Long-hours/hard work: Axience is a boutique firm and most of its client do not hire for standard mid to large size (sometime robotic) outsourcing engagements. We have seen at time both fresher's (certainly) and experienced team finding it challenging to deliver the standard designed and expected by us and by our client. That combined with us being part of professional services industry, hard work is expected and we are unapologetic about it. We believe in making professionals and not robots inputting data's in excel sheet. We require commitment, stamina and ambitions to be able to serve our clients. However we can say that our average work hours may not be very high compared to the norms. We are constantly questioning ourselves how we can give better work/life balance and all our team members are part of helping us to that.
2). At times (especially when we were a small firm constrained by financial resources) we hire staff who are not yet ready and painstakingly polish (which includes not folding sleeves at times as we like to prepare the team for future) them. This means that we are giving opportunities to workforce which they would not have given otherwise. When we are hiring unprepared minds in a national echo system where various degrees don’t necessarily prepare staff for real world, sometime they have to work hard, sometime VERY hard. We communicate this very clearly. As mentioned before we like to polish our staff from how to do research to how to hold a wine (or a juice) glass. If we do not do so in the beginning we will not be contributing to society.
3). From a business development team and their salary perspectives, our salaries info are confidential and unless you were part of business development team, we do not know where you find your information. If you were part of business development team and if your info is true (which we would neither accept or reject as salaries is decided based on profiles, positions, performance and period) then you should have benefitted from it.
4). We do not need to hunt people who are out of job or freshers in a country of more than a billion population and where every street is churning out an MBA or other advanced degrees. We sometime hire people who are out of jobs for a). our clients need resources fast and furious and they love our ability to create a solution and painstakingly deliver b). we try to be open mind and provide opportunities to those in distress if we think that we can work around them, guide them. We are part of a democratic country and are not forcing population at large to join them.
5). We offer salary which is competitive and is needed to attract the best in industry, and one is always free to decline our offer and look for other opportunities which are perceived to be better paying. You may have observed the type of the talent firm is able to draw (people from all stages, cultures and background like IIT, IIM, BHU, HEC, CFAs, Top US and European B-Schools and incredibly experienced advisors on board and client who have entrusted our CEO leadership). We also conduct regular salary benchmarking exercise and believe that we pay better than peers for similar position, period, performance and position.
6). Globally there are people who after 20+ years of experience are working on newsletters some of our team does. These newsletters are helping boards of billion dollar companies make decision. We constantly encourage our team to mentor young staff in being inquisitive, take initiatives and learn beyond being process driven and robotic. We have based on 13+ years of managing and grooming team that in addition to managers/leads effort (which can always be improved anywhere) a fresh analysts needs to be willing and be capable to improve themselves and get diverse and better quality work.
It is not at all respectful for the watchman or you to compare with each other in terms of salary and job responsibility. However we would like to say that the job of a watchman should not be looked down as all jobs are respectful.
If above does not explains our position, then we welcome you to reach out to us.
Team Axience
