No more a consulting firm - Analyst Fractal Employee Review

1.0
Mar 5, 2021
Recommend
CEO approval
Business Outlook

Pros

Umm... None worth mentioning here

Cons

Working Hours Poor quality of projects --->Mass Hiring --> Poor quality of people

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Fractal Response
5y
Sorry to hear this, fellow Fractalite. Our hiring standards are only going up. In the last 11 months (Apr 2020-Mar 2021), we had ~260,000 applications and we hired only 599 of them 0.23% of the people who applied. Please do feel free to write to me at srikanth (at) fractal.ai to discuss any specific issue around hiring that you are observing. Thank you, Srikanth

Explore other reviews about Fractal

5.0
Jul 18, 2026
Recommend
CEO approval
Business Outlook

Pros

Great place to work. They have lot of clients and interesting projects

Cons

You should be on a project for a certain time before switching projects

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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