Great Place to Work - Recensione dipendente - Consultant presso Fractal

4,0
18 feb 2019
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

1. Meritocracy 2. Value to people 3. Continuous emphasis on learning 4. Employee Satisfaction & Engagement 5. Diversity in work/domains 6. No micromanagement, complete ownership of work 7. Direct client interaction

Svantaggi

Cons 1. Life gets too comfortable at times

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Risposta di Fractal
7y
Thanks for the detailed review. Great to see that you are experiencing the culture as it was designed. When the values and people principles are followed in spirit, the culture comes to life. Agree that we need to preserve the culture and values for generation of Fractalites. Do feel free to reach out to me directly should you have further input. Best wishes for fulfilling career! Regards, Raj

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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