Lots of learning opportunities, culture is the problem - Backend Engineer VerbaFlo Solutions Employee Review

I joined when team was very small and I don't talk much, here my work is speaking for itself which I like. People are genuinely good, founders also. They listen and understand everyone's perspective, doesn't matter junior or senior. No unnecessary politics like other places. Feedback culture is real here, not just for show. Whatever feedback is given, leadership takes it seriously and you see changes actually happening. Growth opportunity is crazy. If you are good and take ownership, company gives you platform to become great. The kind of things you touch in 6 months here, somewhere else you won't see in 3 years also. From day one I am working on backend systems running in production. One thing I want to mention, in 1.5 years our product has not gone down even once. For SaaS this is big. Business side is also sorted so no tension of company shutting down, just focus on building. It is like close-knit family only. We fight, we ship, we celebrate, all together. For someone who wants to grow fast and don't mind putting effort, I will recommend Verbaflo any day.

It is startup so challenges are there. Performance bar is high, you have to be on top of your work. People who can't keep up they struggle. Some processes are still being built so sometimes things feel chaotic, but this is normal for this stage only and improving month by month. Stressful phases will come, part of journey. But difference is, when you raise it, something actually happens.

Fast paced, competitive pay, can learn a lot about how companies are built.

- The CTO is one of the biggest sources of toxicity in the company and heavily contributes to the unhealthy work culture. - Gossip, backchannel conversations, and speaking negatively about employees behind their backs is extremely common and normalized within leadership interactions - this is common across the 3 Indian CXOs. - Work-life balance is practically non-existent in tech and adjacent teams. Ending work within working hours (i.e. 8 pm) is seen as not engaged or committed enough. - Employees dealing with illness, family commitments, or personal emergencies are still expected to come to office or remain highly responsive. - Leadership communication often feels disciplinary and intimidating rather than collaborative. Small operational issues are escalated disproportionately and used to pressure employees. - There is a strong perception (information received from very reliable sources) within teams that women are viewed less favorably in leadership/ownership-heavy roles because they are considered less likely to tolerate extreme working hours and constant late-night availability. - Female leadership is more likely to be labelled “argumentative” for raising rational pushback or asking objective questions that would be considered normal debate in healthier organizations.