Vantaggi
CTO is a genuine person and always ready to talk if you reach to him. Few good TL with whom you will like to work. Office infrastructure is good. Office location is well connected with public transports. Company work culture initially (before 2017) was too good that you will feel connected with company. A plus if you love free snacks. Open work culture NO covered cubes. A major plus is that you can save tax money due to Salary component structure.
Svantaggi
Too Much work pressure, meetings and calls. Management expectation is to work more than 8 hours a day . Even Some manager are not shy to ask for 12 hours and extend work to weekend. Too Many work policies . Multi place time sheet management seems like a micro management. Too many experiments with development policies. Managers Role don't add any value apart from adding work pressure on the team. Too Much favouritism and politics . Only few top level people suppose to take promotions . You rarely get chance to work on any other framework unless you are on bench. Mangers will keep shifting your seats and when it happens too frequently you feel pissed off. laptop and desktop getting used are at-least a decade old. Usually only those people are found as good by management who first make a project fall and once hype get build they. Management has Double role for same role. For some Lead it is mandatory to contribute as developer. While few Leads have never written a word in code repository in their tenure. Working with other teams sometime you feel that it is your personal work for which you have to keep begging specifically with server team. Top Brass is feel that employee are slaves and you should expect to get shouted by them. Although never happen to me but it kept me in misery when i see people getting behaved like this. Should not expect Job security . They have policy for leads and managers to ensure a learning curve for the team but that rarely happens. Initially there are many parties at KIWITECH but management keep reducing them with a rapid pace.
