Pros
Remote-first - Only for older employees with flexibility to work from anywhere in India. - New employees must do remote work from Mumbai only.
Cons
- You can see how many good reviews are added on 26/27th May to show all is good, but those reviews are not reality on ground. - Check Blind app to know reality before you interview or join - New employees are expected to operate from Mumbai only and may be required to visit office based on management decisions. -Management expectations have become unrealistic after adoption of AI tools like Claude. Teams are expected to deliver “3L” work items in 1 week(5 working days), where even “1L” traditionally represents ~18 days of manual engineering effort. -Employees are expected to independently handle PRD creation, UI/UX design, frontend development, backend development, QA automation, and production delivery — regardless of role/designation and without meaningful compensation adjustments. - Fear-based messaging around performance, productivity, and job security has become increasingly common. -Many long-time leadership members who have been at the company since early stages continue to reinforce and support unrealistic initiatives instead of challenging impractical expectations or advocating for teams. -Hard deadlines and continuous delivery pressure have become normalized across teams. -“Work-life integration” policies largely feel performative for lower-level employees. At Lead, Senior Lead, and EM levels, there is an implicit expectation to remain available around the clock. -10–12+ hour workdays have become common, yet employees still feel constant pressure from managers and senior leadership to deliver more. -Employee wellbeing, personal health, and sustainability often appear secondary to delivery expectations. -Micromanagement has increased significantly, including tracking and monitoring of employee activity through laptop. -“Unlimited leave” feels more like branding than a genuinely usable policy, with employees questioned even for moderate leave usage. - Some managers and leaders appear to reward visibility, constant pressure, and upward alignment over sustainable execution practices. -Compensation does not feel aligned with workload, ownership expectations, or delivery pressure.