InMobi reviews

The long and short of it is that the leadership team "tries" to lead by trial and error. The founders/ management team are seriously out of their depth. Any talent/ voice of reason that was there has left or is on their way out. Accountability does not exist for the "inner circle". There are a bunch of people in the senior team/ management who have never delivered but continue to thrive. Even the folks that they have brought in to lead HR and other functions recently are an absolute joke (as echoed in other reviews as well). Performance management is a farce. Its not surprising that a company of this size is so political with so many people trying to protect their turf/ image. There are some people at the top who are absolute geniuses at making others' work look like their own and the number of "yes men" the founders have surrounded themselves with is discomforting (but quite obvious). The people who get slaughtered are those who voice their dissent and the poor engineers who are made to run around while the leadership team tries to figure out the next big idea. Failed efforts are conveniently forgotten never to be talked about again without any analysis of why they failed. Overall extremely political and CYA environment.

This place is riddled with a plethora of problems. Most of them are seemingly unfixable. - Heavily politicized work place. - Upper management seems to have no clue what they've gotten themselves into. They seem unable to understand what the company's goal is in the short term and long term. Barring making money of course. - Middle management is most keen on saving their own jobs. Nothing good can be said about them. - Product management is unsatisfactory. More good product managers are leaving or have already left. Lots of layers (mostly useless) in product management. People prefer hacky solutions over clean, scaleable ones. - Architects and senior engineers are below par technically. They are good at using flowery language and articulating their bizarre ideas. - HR policies are arbitrary, if any. - Heavy disparities in salary. All one needs is to create a perception. If you're perceived to be useful, the company would give you twice your market worth (maybe more).