Great place to work - Fractal ! - Recensione dipendente - Dipendente anonimo presso Fractal

5,0
7 nov 2017
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Very good work culture and great learning curve. Food is on the house. Superb colleagues . Very positive approach towards everything, learning environment and lot of freedom to experiment. It is an open door company in real sense. You can reach out to anyone with any question and people will always welcome the same.

Svantaggi

No company is perfect d hence there are few things which are missing here as well. Can get better on boarding system, though it is very comfortable to work here but there is always a scope of improvement. Despite this, it is still a great place to work compared to many other firms.

Esplora altre recensioni su Fractal

5,0
21 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Good place to work Friendly lead

Svantaggi

Swtiching project will be hectic

3,0
25 apr 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

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

Svantaggi

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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