1. Compensation and Geographical Disparity:
Salaries are non-competitive and often significantly below market rate, which creates a feeling of geographical exploitation. There is a noticeable disconnect where employees may achieve a new career level, yet their compensation remains anchored to the previous, significantly lower salary band.
2. Management and Talent Retention:
Towards the end of my tenure, I observed a substantial decline in the quality of management. The previous manager was outstanding but ultimately left the company due to dissatisfaction with the overall career and life opportunities provided by the organization.
3. Technical Team Collaboration Culture:
The professional conduct of some software architects is questionable. This manifests as a distinct unwillingness to listen to feedback from fellow software engineering colleagues, a closed mindset regarding alternative technical opinions, and, on occasion, communication involves an inappropriately raised voice.
4. Promotion Process and Budgetary Constraints:
The process for achieving a new career level (promotion) is agonizingly slow, opaque, and highly challenging to navigate. Furthermore, even when a promotion is successfully obtained, the necessary budget for the corresponding salary increase is frequently not allocated, which appears to disproportionately affect employees based in Serbia.
