No work life balance - Big Data Engineer Fractal Employee Review

1.0
Jun 4, 2020
Recommend
CEO approval
Business Outlook

Pros

Good tech stack Extreme pressure that makes you survive anywhere else easily Free food

Cons

No cabs. Too much work life pressure. No leave policy- which makes it hard to take leaves if there is too much dependency on you. Clients are rude. The hierarchy is weird ! The tech lead role is completely missing. Sometimes a grade8 is made to drive the complete module which gives ultimate pressure. No KT scheduled ever if you are a new joinee.From the first day they will start expecting you to code. You may even be asked to skip your new joinee induction by your managers so that you can start working like just in 2 days of your joining. The consultants are living a chill life ! There are certain people who just shout out loud to The Seniors that if you do not promote me i will leave the organisation( this was said in a smiling way or you can say sarcastic). I mean such conversations should be in hush hush. The work is majorly on front end. I saw less of ML and AI but still they hire less data engineers. Resource crunches ! They will give two people task to one person. No body will hear you out :)

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Pros

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Cons

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3.0
Apr 25, 2026
Recommend
CEO approval
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Pros

The company's client centricity is exceptional, with a deeply embedded focus on delivering value, reflected in a strong and loyal client base built on high levels of trust and credibility. There is a significant commitment to AI research and forward looking capabilities, alongside a clear investment in building a people first culture over time. The company is well regarded in the market with a strong foundation for continued growth

Cons

TMT suffers from ineffective leadership at the helm with little visible effort to grow capabilities or drive meaningful outcomes. Exec contribution to growth is largely absent, making the net impact negative. Cultural values are not consistently reflected in day to day execution. It has a pattern of positioning other teams negatively including Growth, Tech, AI, and PA rather than partnering, which creates real friction with them resulting in loss of opportunities. There is genuine talent within the team being held back by leadership that prioritizes internal politics over building real capability, resulting in shallow vertical capabilities. The gap between what the company expects and what leadership enables the team to deliver is significant and consistently unaddressed

4
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