Poor Leadership, Rigid Policies, and a Culture of Zero Empathy
Pros: Not many pros to count. If anything, the only "benefits" are the fact that the salary gets credited on time, and to be fair, the hikes given were above par.
Cons: TERRIBLE WORK CULTURE — AVOID UNLESS YOU HAVE NO OTHER OPTION The work culture at this firm is, frankly, one of the worst I have experienced. The problems are not isolated incidents—they appear to stem from the leadership's attitude toward employees, a complete lack of empathy, and an unhealthy concentration of decision-making around a small group of people. The CEO, Mr. Gundavelli, comes across as rude, arrogant, and remarkably disconnected from the realities faced by employees. Upward feedback is not genuinely welcomed, particularly when it is critical, and there appears to be very little willingness to acknowledge or correct unreasonable decisions. The leadership culture seems to prioritize authority over accountability and compliance over basic empathy. Mr. Somayajulu, who effectively oversees and enforces several aspects of the firm's operations in India, is similarly unapproachable. The leave policies implemented under this leadership are particularly problematic. The company follows a highly restrictive leave structure, including sandwiched leave policies, with only 12 days of annual leave accrued monthly and seemingly no meaningful provisions for sick leave, bereavement leave, or other genuine emergencies. The company's approach to employees dealing with serious personal circumstances is especially concerning. I experienced this firsthand when I had to travel because of a family emergency. While I was attending a family funeral, HR—apparently acting on directions from management—called me specifically to inform me that I would either have to treat the absence as unpaid leave or that working from home would not be permitted. There was absolutely no consideration for the circumstances. Even more disturbing was the treatment of a colleague who suffered an accident that left him unable to walk. Doctors recommended months of rest, yet management reportedly suggested that he either return to the office or accept a pay cut, despite the fact that his role could have been performed remotely. That is not simply poor policy—it reflects an extraordinary lack of empathy and basic human consideration. The HR function is another major weakness. Pourna, who leads HR, appears to have very little ability or willingness to advocate for employees, even in situations where the employee's position is plainly reasonable. More broadly, the HR department comes across as unprofessional, ineffective, and severely lacking in accountability. Instead of functioning as an employee-support function, HR often feels like an enforcement arm for management decisions. It is hardly surprising that the organization experiences significant attrition. The problems extend beyond culture. Much of the work is underwhelming, several products appear to have little market traction, and product quality and feature depth do not seem strong enough to inspire confidence. Organizational priorities frequently appear misplaced, while certain leadership positions seem to be influenced more by proximity and loyalty to the CEO than by competence or leadership ability. My advice to prospective employees: avoid this company unless you absolutely need the job for financial reasons. The compensation may make sense for someone who has limited alternatives, but for anyone evaluating the opportunity based on career growth, work culture, leadership quality, or professional development, there are far better options available. There are companies where employees are treated like professionals, where leadership can accept criticism, and where HR actually advocates for its people. This is not one of them.
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