A regular service company that has good brand value - Data Engineer Fractal Employee Review

3.0
Jun 9, 2022
Recommend
CEO approval
Business Outlook

Pros

1. Reimbursement policy is flexible. 2. Unlimited leave policy 3. Very flexible about WFH 4. If you can stay for long there are frequent onsite openings you could take internal transfer to.

Cons

1. You could be assigned project that's not relevant to your skillset. I got assigned project that was not relevant to my skills or what was asked to me during the interviews. I also saw some colleagues who were interested into Data science and analytics get assigned to regular web dev or QA kind of roles. 2. Projects can be changed only after 1.5 years into the project. 3. Work felt just like any other service based company. Nothing remarkable (Maybe just my team) 4. Average compensation

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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