Senior Quality Engineer· HyderābādCurrent employee1.0/5
“People First” — but does that include offshore employees?
Pros: Same as other gccs . Nothing great.
Cons: The company frequently talks about being a “People First” organization. Unfortunately, my experience has made me question whether that principle actually applies equally to everyone.
There have been repeated instances of an HQ-based individual speaking to offshore MTA employees in a disrespectful, dismissive and condescending manner. The communication at times crosses the boundaries of what should be considered professional workplace behavior. This is not a one-time misunderstanding — it has happened multiple times.
What is even more disappointing is that management is aware of the situation, yet there appears to be little meaningful action to address it. When such behavior continues despite being known to leadership, employees naturally begin to question whether their concerns are actually valued.
There is also a growing perception among offshore employees that they are treated as a lower-cost workforce rather than as equal colleagues. Whether intentional or not, repeated interactions of this nature create exactly that impression.
The company regularly showcases its culture on social media — celebrating Parents’ Day, employee events, milestones and various “People First” initiatives. These celebrations are great when the underlying culture matches them. But no amount of social media posts, celebrations or cultural campaigns can compensate for an employee feeling disrespected in their day-to-day work.
You can celebrate Parents’ Day and talk about putting people first, but if an employee cannot expect basic respect from a colleague simply because that colleague sits at HQ, there is a fundamental disconnect between the message and the reality.
And this is not merely an individual perception. This concern is shared by multiple members of the team who have experienced or witnessed these interactions.
Leadership may prefer that employees keep such concerns internal. But internal escalation only works when employees see that concerns are acknowledged and acted upon. Otherwise, asking employees not to speak publicly can come across as protecting the organization's image rather than addressing the underlying problem.
This is not about attacking an individual. It is about accountability, respect and whether the company's stated values are actually practiced.
“People First” should not be a slogan for social media. It should be something employees experience every day — regardless of whether they sit at HQ or offshore.
View on GlassdoorCurrent employee1.0/5
Toxic culture prioritises politics over performance
Pros: Join only if no job
Cons: Favoritism over merit: Professional skills and actual output take a back seat to workplace politics. Career progression is largely influenced by personal rapport with managers rather than objective performance metrics.
Unfair managerial practices: Management operates with unchecked authority, leading to inconsistent and unfair treatment across team members.
Retaliation risks: Open communication and escalations are actively discouraged. Raising legitimate concerns often leads to negative repercussions for the employee rather than constructive solutions.
Lack of independent HR support: The HR team consistently aligns with managerial decisions without conducting unbiased reviews or offering meaningful support to employees.
Job security concerns: The environment creates high uncertainty for employees who prioritize independent, high-quality work over internal politics.
View on Glassdoor· HyderābādCurrent employee5.0/5
Great learning opportunities but processes can be slow
Pros: Great global exposure and learning opportunities.
Good people and collaborative work culture.
Opportunity to work on large-scale technologies and meaningful projects.
Strong brand value and good career exposure.
Good opportunities to take ownership and grow.
Cons: Like any large organization, some processes can take time.
Coordination across global teams can sometimes be challenging.
View on GlassdoorSoftware Engineer· HyderābādCurrent employee5.0/5
Great work culture and very supportive management
Pros: Excellent work culture
Excellent Food
Excellent flexible benefits
Very good supportive management
Cons: No cons as of now
View on GlassdoorCurrent employee2.0/5
Concerns Around Role and Compensation Parity
Pros: Similar to other GCC companies
Cons: There appears to be a significant inconsistency in how seniority and experience are being reflected in job titles and compensation.
For example, an employee with 12 years of experience has been offered a Senior Software Engineer position, while an employee with 10 years of experience has been offered a Principal Engineer position. The compensation difference between these two roles is also substantial, with the Principal Engineer role carrying significantly higher pay.
While I understand that designation and compensation can depend on skills, responsibilities, performance, and role requirements—not just years of experience—the apparent disparity raises legitimate questions about consistency and transparency in career progression.
It would be worthwhile for the organization to review how roles, designations, and compensation are determined to ensure that experienced employees are evaluated fairly and that there is a clear, consistent career progression framework.
This is something that management should look into seriously to ensure fairness, transparency, and employee trust.
View on GlassdoorCompany review data sourced from Glassdoor.
