Employee performance and priorities - Recensione dipendente - Dipendente anonimo presso Business Automation

You will last a long time by burning oil.

There is no work time table in this office. And while increasing the salary, they give excuses and increase it by a small amount. They are very late in paying their monthly salary. The management's behavior is very bad.

* From an ML Engineer perspective, you get to work on real projects where AI-based automation is being integrated, so you will get some exposure to how things work. * The company tries to stay updated with the latest AI tech, which is great if you want to keep learning and growing.

* Poor Salary Structure & Increment Issues: Salaries are not competitive for ML/AI or Web/App development roles. The company advertises yearly increments, but in reality, increments are often delayed by two to four months or even more. After this four months, the team lead said, they cannot provide backlogs months increment, now your choice if you want, you can stay or switch from here. Even the increment policy is worse. For the salary increment or incremental percentage, make sure you have a written statement from the management, as verbal promises from team leads often go unfulfilled due to poor management and internal politics. There is no overtime allowance. If a project or feature development deadline is approaching, you’ll have to stay late at the office, but management and team lead offer little appreciation for the extra effort. Most employees leave because of salary and increment issues. * Unclear and Constantly Changing Project Requirements: There are no proper written requirements for projects. Changes are often made mid-development, leading to frequent rework. The CEO's involvement in every minor detail results in endless revisions. Specially for ML/AI engineers, this is frustrating as you often have to start over from scratch. * Insufficient Infrastructure for AI Work: The company has ambitious AI goals but refuses to invest in proper infrastructure. There has insufficient dedicated GPU servers, and they rarely provide API keys for LLMs. Engineers are pushed to use free options, which affects output quality. When results are unsatisfactory, projects are shelved—only to be revived months later under the same constraints. * Lack of Development Guidelines & Code Reviews: While seniors emphasize coding best practices, they don’t actually review junior developers’ code or provide feedback. As long as a project "works," that’s all that matters. *Weak Management and Unreliable Promises: The management is not well-organized. While they promise yearly tours and other benefits, these rarely happen. Not all Saturdays are off—depending on your team, you may have to work one or two Saturdays per month. Bonus payments total 70% of your salary but are split into two parts. * Unfair Treatment When Leaving: Employees have faced salary deductions after serving their notice period. Management may promise to pay the remaining salary if you support for a few extra days, but those promises are rarely kept. jskdf *Inconsistent Lunch Facilities: While the company offers partially subsidized lunches, the quality varies by branch. In some branches, the food is poor, and management does nothing to improve it. The subsidy amount is negligible, making it feel more like a joke than a benefit. Advice to Management * Improve salary structure and timely increments * Clarify and stabilize project requirements: Establish proper documentation for project requirements and minimize last-minute changes to avoid unnecessary rework. * Invest in AI infrastructure *Standardize and improve lunch facilities for all offices.