Salary delays and no benefits overshadow friendliness - Recensione dipendente - Executive presso Jatri

High ownership & accountability – You get real responsibility early and are trusted to own outcomes end-to-end. Strong learning curve – Great exposure to operations, sales, finance, and problem-solving in a fast-scaling environment. Real-world impact – Work directly affects how people and businesses move across Bangladesh. Fast decision-making – Flat structure allows quick execution without excessive bureaucracy. Growth opportunities – Good performers are recognized and given larger scopes over time.

Fast-paced and demanding – Workload can be intense, especially during scale-up phases. Processes still evolving – Some systems and SOPs are not fully structured yet. Resource constraints – Teams may need to do more with limited resources at times. Work-life balance can fluctuate – Peaks in business demand can extend working hours. High ambiguity – Roles may evolve quickly, which may not suit everyone.

Friendly Peer Environment: The work culture among colleagues at the same level (specifically in the Operations Executive tier) is generally friendly and supportive. Competitive Salary on Paper: The initial salary figures offered can appear handsome and competitive compared to the market standard.

Toxic Middle Management: Senior post-holders (Assistant Managers, Deputy Managers, etc.) often behave as if they own their subordinates. The mindset is very hierarchical; they expect you to act like a "slave" without question. Lack of Strategic Planning: There is very little team planning or logical thought process. Logical opinions from subordinates are rarely accepted or appreciated. Stagnant Mindset: Middle management lacks a growth mindset. They act as if they are everything, yet many roles seem redundant (e.g., having an AM, DM, and Manager for the exact same task). Unfair Valuation & Favoritism: Performance evaluation is "blindfolded." High-potential employees who perform well are valued the same as average employees who focus on flattering management. Those close to middle management get the benefits, regardless of merit. Poor Work-Life Balance: When projects arrive, you are expected to work 24/7 without any extra benefits or overtime pay. "Show-Off" Culture: The company prioritizes "showing off" over doing the right work. Appearance matters more than actual productivity. Departmental Disparity: Treatment varies significantly between departments; the balance and respect for Operations compared to others are lacking. Inefficient Management Structure: The salary structure disproportionately benefits middle/upper management, who often do little actual work other than forwarding WhatsApp messages to groups.