About False Allegations.
Pros: Nothing at all ( U would repent going there ) But to mention a few Opportunity to work directly with leadership. Exposure to client requirements . Fast hiring decision process. Offered 30% hike on previous CTC.
Cons: Lack of structured onboarding process. No formal grievance redressal mechanism. Poor internal communication between recruiters and management. Interview slot allocation was unstructured and unevenly distributed. Process inconsistencies in candidate submissions (profiles uploaded without L1 clearance in some cases). Internal tracker management lacked ownership and accountability. Team coordination issues and visible internal groupism. Concerns raised to management were not formally reviewed before termination. No written warning or performance discussion prior to termination. Allegations were made without a documented internal inquiry process. Delay and confusion in salary settlement communication. Termination communication lacked professionalism and clarity. No opportunity provided to formally respond to allegations before action was taken. Workplace culture felt politically influenced rather than performance-driven. Limited infrastructure and facilities compared to industry standards. Lack of HR transparency during separation process. Since its a LLP they would have not given full access to Google, they have taken out my review from google, i only mentioned review where in they can improve. this is what i had mentioned there along n had also added few documents. I joined Cloudesign on 02.02.2026 as a Lead Recruiter with 10 years of experience in IT and Non-IT recruitment. Prior to this, I worked with reputed organizations such as Adecco, Healthify, and Unacademy, where I completed long tenures without any behavioral concerns. During my short tenure at Cloudesign, I was assigned to work on THG requirements for BE and FE roles. There were internal coordination challenges within the recruitment team regarding interview slot allocation and candidate submissions. Despite raising concerns about process clarity and equal opportunity to work on both BE and FE requirements, the issues were not resolved. I successfully sourced and closed L1 selections for FE roles, but I observed inconsistencies in candidate submission processes, tracker updates, and communication with the client. These concerns were discussed internally. Unexpectedly, I was terminated citing “inappropriate behavior” and “inappropriate staring,” allegations which I strongly deny. No formal warning, written notice, or structured internal discussion was conducted with me prior to termination. I was not given an opportunity to formally respond to the allegations. Regarding compensation, there was initial communication that my salary would not be processed, which was later revised to a 15-day settlement. There was also confusion regarding PF/UAN processing and formal documentation, including delay in receiving the official termination email. I believe the situation could have been handled in a more structured and professional manner, with transparent communication and fair inquiry before taking such a serious step. My intention in writing this review is not to defame anyone, but to share my personal experience so that future employees can make informed decisions. I hope the organization improves its internal communication, HR processes, and grievance handling mechanism
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