Best place to work for? Yeah, right! - Recensione dipendente - Dipendente anonimo presso Fractal

2,0
25 apr 2019
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Work from home Flexible timings Flexible leaves

Svantaggi

Stark difference between the quality of work discussed at the time of hiring and the actual work. There is a lot of talk about scale but the projects in itself aren't scalable. The quality of the projects offered is average at best so if you're looking to join in the hope of getting better projects, don't. Many people in the management don't follow any of the values preached by Fractal, some of the Engagement Managers don't even give the proper respect to the people they're working with.

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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