Ultramain Systems Reviews

Plenty of disadvantages which needs to be mentioned here. 1) Technology used is out-dated and the company has never taken a step to ensure the career growth of an employee in terms of technology. 2) There is no transparent company policy. Whatever you ask to HR/Admin they are instructed to respond as 'As per the company policy' and you will not know where these policy documents are managed. Also if there is any new policy added/modifed you will not be intimated. 3) You have to strictly follow the timings of office. Even if you go late you have to be in office at time in the morning. Apart from the punching machine tracking your in and out time, your in and out will be monitored more accurately by naked eyes. You will be questioned if you have more than 10 in and out combined for the day. And there is a chance that your company ID access will be cut just because you are coming late by 15-20 min. 4) No compensation either in monetary form or compensatory leaves for working in the weekends. There are projects which needs weekend support and if you ask for compensation you will never get an answer from the manager or management and without the answer for this you will be asked to do the weekend support. 5) Poor planning. Because of the poor planning done by planning personnel, you will have to work for weekdays and weekends. 6) HR will not behave like an HR and he is just a medium hired by management to impose employee on their decision. So you cannot expect a HR to behave like a HR. 7) Almost more than 50% of the employee are relatives/neighbours/same districts of the management. You have to be very careful with what you criticize about the company because it will reach the ears of management through these people which will backfire you during you appraisal time and still the management says that they are open for criticism 8) Regarding the salary revision, you will get a sound revision if you nod your head for management decisions or else it would be just around 5% even how hard you perform. 9) Salaries are not as per market standards and for fresher its too worse. For experienced once if you have cleared the interview and negotiate with HR for package then you might be offered with what you are getting currently or even less than that stating the prime location of the company 10)With the head count of around 100 - 120 employee, you cannot reach out to the decision maker to address your concerns. It has to go through a hierarchy like your team lead, manager, HR and then the decision maker. If you go through the hierarchy, either the manager or HR will give you irrelevant answers and will not take your concerns to decision maker. And the best part is either manager or HR tries to convince you by saying that you know what the answer would be from the management 11)No team outings atleast once in six months 12)Never seen an employee send-off happening even if that particular employee is associated with the organization for a long period

- Don't believe a word the President says. Promised when opening the India office that we would never shift jobs from Abq HQ to the India office. One year later, hiring in ABQ was frozen, but continued hiring in India. Several years later, Abq developers laid off and more hiring for the India team. Now India development team is 3x the size of Abq team which continues to dwindle. - President is not an engineer and so the company is missing the engineering centric / driven culture. As a result, some very poor decision making from the top level streams downward. As an example, he wants to use the product (built for asset management) to manage the SDLC (which is was not designed to do and is not streamlined for) instead of using a product designed / streamlined for managing SDLC (like most other legitimate dev companies). This results in massive inefficiencies / time wasted. Just one of the many inhibitors to your success coming from the top level that affect the overall environment. As an engineer, you will see many things that inhibit you from proceeding efficiently, but can't do anything about it due to higher ups not being engineering minded and being stuck in their old ways. - Poor overall hierarchy at the top level. Upper management roles are not clearly defined. This results in a lot of infighting among upper management for control of resources and a lack of focus for effectively using developers. For example, different directors (or equiv role) are over different customers and fight with each other to get resources for their project(s). Most decisions go through one person - which results in mid to upper management playing politics against other mid-upper managers to vie for their interest and favorability with the blocker. - Ancient technology. Main product is a desktop application built using Swing. Swing hasn't seen an update to it in almost 10 years now. - Very poor planning. Constantly shifting developers around to different "teams" / projects. Lots of overtime due to terrible planning. - At times, constant panic mode due to impossible promises to customer, poor planning, and poor / inefficient processes. If you meet your objectives, then new ones are given to continue to force overtime from you. - The company values delivering bug ridden, shoddy, poor products NOW over quality products LATER. As a result you will be pressured to write hacky code to get it done. "Don't care how it's done as long as it's done." Maintenance continues to be a nightmare. - India development team carries the same mantra - quality is not important. Up to ABQ team to fix problems (unofficially), often without recognition or thanks. - Behind the times considerably. Does not believe in CI (Continuous Integration) despite many developers asking for it. Does not believe in unit testing. They will say "ah yes we do!" But is there a CI server? Nope. How much of the code is unit tested? Less than 1%.