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7 days ago

Development Partnerships Manager

Dimagi Inc. Delhi

include Managing client relationships end-to-endNetworking and building relationships with partner agenciesWriting applications, concept notes… Glassdoor

7 days ago

Office Administrator

Dimagi Inc. Delhi

We are looking for an Office Administrator to join our team at Dimagi in India. The Office Administrator assists with a broad spectrum of functions… Glassdoor

7 days ago

Technical Project Manager

Dimagi Inc. Delhi

Managing the coordination and execution of complex mobile technology projects working with project partners, our field team and our international… Glassdoor

Dimagi Reviews

7 Reviews
7 Reviews
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Jonathan Jackson
7 Ratings

    Cult of mediocrity

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Software Engineer in Cambridge, MA
    Former Employee - Software Engineer in Cambridge, MA

    I worked at Dimagi full-time (more than an year)


    Good work-life balance.

    Flextime and very flexible on remote working.

    Developers can go on group trips to a developing country 1-2 times a year.

    Casual, open-office work environment full of friendly, mostly 20-something co-workers who socialize outside of work a lot. Occasional company retreats.

    All of the code you write is open source on Github.

    Relatively interesting work that isn't obviously making the world a worse place.


    Dimagi is closer to a soulless government contractor than a humanitarian tech company. It's kind of a sick joke.

    If I could, I should've quit early on when I witnessed the CEO laugh at an employee for saying she had values.

    They constantly talk about impact, but it really just means power and feeding the narcissism of an inner circle of talentless hacks, many of whom were in the CEO's frat at MIT.

    They're basically a non-profit. They want to skim a cut off the top of their grant funding, not actually develop profit sources. How could they, when most of the people they're supposed to be helping probably would only buy their product let alone services if you paid them to, and the people who actually pay them don't seem to care enough about results to incentivize an environment that isn't shockingly dysfunctional.

    It's a bureaucracy. As many people as possible are involved in everything decision. One-size-fits-all processes are imposed from above. Extra-hierarchical organization or communication is rare. If you question your orders you're told you're wasting everyone's time. People just want to do their jobs with zero critical thinking.

    Everyone publicly fills out weekly timesheets broken down by issue tracker issue, and you will literally get yelled at if you spent a couple hours on something off-task.

    Vast, mind-numbing inefficiencies are not only tolerated but aggressively defended. Impact is used to justify continuously doing the lowest-quality acceptable job, but this quickly cripples the product and makes everything take way longer. Management is hostile to even the most basic precepts of software development professionalism.

    There are no incentives to be productive. If you get your work done faster, they'll just give you more work.

    They have 10 "personal initiative days" (a recent decrease from 10% time, which hardly anyone used) that are "often [used to] address a pain point somewhere in our process." In other words, management doesn't want you using your judgment to address pain points normally, and uses the existence of this policy to yell at you if you do.

    It's not a bad company to work at if you can see it for what it is and act in a self-interested manner, but don't expect to be more than a cog in a machine, to work hard and be rewarded for it, or to be able to take pride in your work other than for the impact you're told it has.

    Advice to ManagementAdvice

    Make timesheets private, don't require detailed time-tracking for non-client-billable time.

    CEO should stop being involved in technical decisions, find a new CTO if the CTO can't handle that responsibility.

    Allow employees who've proven themselves to have a little bit of autonomy.

    Disapproves of CEO

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