Great for Technical Growth, Fast-Paced Learning Curve - Recensione dipendente - Senior Software Engineer presso Saleshandy

None that I could genuinely point out.

⚠️ Fake positive reviews alert: Please don’t rely on the high ratings here. I personally witnessed management asking employees (including SDE-2s and HR) to post positive reviews to artificially boost ratings. This is misleading for candidates. • No proper onboarding: There is no structured training, no product walkthrough, and no mentorship. You are directly assigned tasks without context. • Heavy micromanagement: Constant monitoring through screenshots and activity trackers. Even a minute of inactivity is flagged. • Unfair salary deductions: The tracking system is unreliable, and incorrect inactivity logs can directly impact your pay. • Toxic environment: There is a clear lack of trust. It feels more like surveillance than a professional workplace. • Poor communication: Internal communication is chaotic, with unclear expectations and responsibilities. • Privacy concerns: Internal chats are reportedly monitored, which feels invasive and uncomfortable. • Unrealistic expectations: Targets are assigned without proper support, tools, or training. • No feedback culture: Instead of guidance or improvement plans, decisions can be abrupt, including sudden terminations. • Job insecurity: There is no sense of stability — employees can be removed without prior notice. • Biased reporting structure: Reporting to individuals with personal ties to management creates a stressful and unfair environment. • Work-life imbalance: Frequent pressure to work on weekends with little respect for personal time.

The product that they have created is a good one (not a great one). It has good market presence and that is the only pro

1. Management (the two cofounders and the CRO) dont know how to manage people. They think that just by cracking a whip, they will be able to get things done. 2. HR is namesake, because I dont see any contribution of HR in the organisation from a people engagement or grievance management point of view. They have hired a very senior person as an external coach, who plays the role of People Ops, but during my interaction with him, I realized that he is just conveying what the management wants to convey. He has a habit of putting words into the mouth of management and then push it into the throat of the other person. 3. Extreme micromanagement event a leadership level. They ask you to share daily updates on Basecamp, On Excel. 4. Reporting is 90% manual, where the leadership does not know where those data points are coming from 5. For new joiner, there is no proper onboarding process. 6. Management incompetency to know what is happening at the grassroots level. Sitting inside the cabin does not give you what is happening on the "shop floor". Absolute lack of process for running the show.