Good company - Analyst Fractal Employee Review

4.0
Apr 19, 2014
Recommend
CEO approval
Business Outlook

Pros

CEO is approachable Friendly senior management Flexible working hours People principle gives good flexibility and freedom of work Good work culture

Cons

People principle are taken for granted by some peers behaving in arrogant and dominating manner. One is made to work even when sick not by manager but by peer and the same peer when requested to complete some work as there is dependency they give a great reason "people principle"... There is working hours flexibility which is good but when there is work dependency (in terms of tool) on people coming in office at noon, others who comes since the morning (cannot travel home late) still have to stretch in their working hours because of others. Managers must help in such case regarding management of work so each ones time and schedule is maintained.

Explore other reviews about Fractal

5.0
May 21, 2026
Recommend
CEO approval
Business Outlook

Pros

Good place to work Friendly lead

Cons

Swtiching project will be hectic

3.0
Apr 25, 2026
Recommend
CEO approval
Business Outlook

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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