Pros
"Free Wednesday lunch" and "flexible timing" definitely sound like appealing perks at first glance. They look great in job descriptions and feel like thoughtful benefits. However, it's important to look beyond the surface. In practice, some of these perks can serve other purposes — like encouraging employees to stay at their desks longer or blurring the lines between work and personal time. What seems like flexibility can sometimes turn into the expectation of constant availability. While these benefits can add value, it’s worth considering how they're implemented and what they might reflect about the company culture. Perks are great, but true employee well-being goes deeper than lunch menus and loose schedules.
Kontras
This is not a rant — it’s a reality check for anyone considering this company. The perks may look great on paper: free lunch, flexible timing, decent leave policy, etc. But once you're in, things can feel very different. Free lunch? It’s part of the cost structure — not truly free. You may find that your bonuses or other benefits quietly take a hit in ways that aren’t immediately obvious. It’s more of a feel-good tactic than a meaningful perk. Flexible timing? In theory, yes. In practice, if you’re supporting US clients, be prepared for late evening or overnight calls without extra compensation. “Flexibility” often means extended hours, not actual work-life balance. Leave policy? Technically 24 days. In reality, applying for time off can be challenging. There have been cases where employees were expected to work during personal emergencies or were contacted late at night during approved leaves. Work from home? Often described as “on a need basis,” but it’s rarely approved. Even in emergencies, there can be pushback. Work culture? Unfortunately, there are toxic elements. Office politics can overpower performance, and decisions can be sudden and poorly communicated. I witnessed an entire team being let go overnight without clear justification — a decision that seemed politically motivated rather than performance-based. Leadership? Needs serious introspection. Trust often seems misplaced, and team feedback is rarely considered. Those who try to keep things running smoothly may not receive the recognition or support they deserve. Client relations? While big names are mentioned to justify rates, the delivery sometimes doesn’t match the pitch. When issues arise, the approach to handling client concerns has not always been transparent. To current and future employees: Ask the tough questions. Understand what "perks" truly mean in day-to-day practice. If you’re considering joining, make sure it aligns with your expectations and boundaries. This review isn’t written out of anger — it’s written to inform. I hope it helps someone make a well-informed decision.