Vantaggi
Edgeverve offers a great platform for learning. The deadlines are reasonable and the management is generally understanding of technical difficulties that might make you push the deadliness. The management is aware, helps you clear roadblocks that might come your way when you are delivering, and does not shy away from assigning more hands to solve a problem when needed. There is work in various fields and the technical team is very open to trying out new things as long as you can convince it adds business value. Management is open to technical suggestions (emphasis on the word 'technical') and will generally hear you out to adopt any changes that might improve productivity or reduce workplace-induced stress. There is an etiquette that is followed. You can choose not to work late, you don't have unnecessary calls post-work hours and unless something is breaking in production, nobody expects you to be available post working hours. The lateral movement opportunities are plenty and managers understand if your vision and future align with a different team or if you want to explore a different domain. To summarize: * Great for learning; specially if this is your first job * Huge basket of technologies, and domains. * Relaxed deadlines * Empathetic technical management that can help you navigate roadblocks * Great People planning to ensure a low-stress environment * Good lateral movement opportunities, if you want to explore an alternate career trajectory
Svantaggi
The major downside is the non-technical management. They are lax when it comes to pay rises. There is no culture that promotes pay transparency and they have a huge hiring budget but a negligibly small retention budget. Pay hikes are erratic. You have no idea when you will get it. There is no calendar that is published and even the management is generally hush-hush about when the pay hikes will happen. When the pay hikes do happen, don't expect anything more than 7-9% hikes. On a good year, if the company has very, very good revenue, if the parent organization (Infosys) allows, if you have performed exceptionally well consistently (or you're a candidate that has a high dependency on the product and the management thinks you might leave) - you may get a 12-14% hike. The promotion policy also dictates one can not get promoted every year. The criteria for promotion and eligibility are also vague. Some folks have to write a hacker rank test to get promoted. Even when all odds are in your favor and you get promoted, the increase in pay scale is never more than 10-12%. If you've been with Edgeverve for a long time, don't be surprised if you hire an employee who would be reporting to you but would earn the same or even more than you. Remember: At Edgeverve, the order of priority of wellbeing is Infosys' Shareholders, Infosys' Budget, Edgeverve's Budget/investments, Infosys' management, Edgeverve's management, and if there is some pie left - you. A byproduct of all this pros and cons is also that people are lax. While technical managers are good, some of the leads, developers and others lack a no-can-do attitude. Things that takes days usually take months. Obviously this is a small percentage of the population, but if you have to work with them it will impair your speed of shipping too. Decisions are often pushed with "we will discuss" and the discussions never happen. So, there are days when you have no work whatsoever and you have to struggle to get some work to do. In the long run, this would mean you have a shorter achievement list on your resume and hamper your opportunities outside. The appraisal process (not linked to payhikes) is very strictly enforced, but is nothing more than a documentation service which takes in a lot of text, but no accountability on how a person can improve or what the long term goals of the company are for a person. Summary: * Sub-zero communication on pay hikes and erratic calendar of hikes * Single-digit hikes on an average [7-8%] * Unclear promotion policies * Huge hiring budget, non-existent retention budget * DSA tests for promotions, selectively * Pay parity is a huge problem - juniors can earn more than long-time employees * The employee comes last in all considerations, if they do even. * Some employees are lax and hinder your pace * The appraisal process is elaborate but inadequate for your personal growth in career or otherwise.