CodeLantic reviews

This is one of the worst companies to work for because of unethical management and dishonest salary practices. When employees join, the company negotiates the full salary as one agreed amount. After joining, that same salary is split into basic pay, travel allowance, and performance allowance. This is not extra money or company benefits. It is the employee’s own agreed salary, just divided into parts. The problem starts when the company runs out of money. Management then introduces a policy to pay only the basic salary and ignores the travel and performance parts, suddenly calling them company benefits. In reality, this is the employee’s own money. Employees are told they will be paid later when the company has cash, as if the company’s financial problems should be the employee’s responsibility. This is completely unacceptable. Salaries are delayed for months, and the performance portion is cut without transparency or fairness, sometimes based on something as meaningless as an Excel sheet showing red. Management has no understanding of work culture, ethics, or responsibility. They only focus on squeezing work out of employees and do nothing when payment issues are raised. The HR department is rude and unhelpful. Instead of supporting employees, HR shuts down anyone who asks questions about salary delays or sudden policy changes. It is unclear what purpose HR serves in this company. Many positive reviews here do not appear to be genuine and seem to be forced by management, which reflects the dishonest culture of the company. This company operates in an unethical and misleading way. If you are thinking of joining, stay away. This is easily one of the worst companies to work for in Sri Lanka.

Micromanagement: The level of micromanagement is excessive. Even after completing tasks, employees are monitored through systems like Hive Desk, and emails questioning performance are sent if activity levels appear low. It feels like shaking the mouse pointer is more important than the actual work done. Unprofessional Behavior: The CEO often calls employees on weekends to discuss negative opinions about higher-ranking officials and colleagues, creating a toxic work environment. Unrealistic Expectations: The product owner, who lacks experience and was promoted from a internship by the CEO, frequently challenges time estimates provided by leads. This results in unrealistic deadlines, particularly for testing, which sometimes requires more time than development. Probation Policies: Even after successfully completing the initial probation period, employees are placed back on probation for three months every time they receive a promotion. This policy applies to every position change, creating unnecessary stress. Inadequate Training for Interns: Interns are hired, given one week of training, and then assigned tasks, regardless of their capability to handle them. This is done to satisfy clients and bill for the resource, rather than focusing on quality or proper training. Lack of Employee Support: Management consistently ignores employee concerns. Emails expressing issues are often ignored until the employee decides to resign. Only then does management attempt to retain the employee by offering a salary increase, but only if they are considered a critical resource. Client-Driven Blame: The management views clients as infallible. Even when requirements are documented, approved, and implemented, if the client later claims it was incorrect, the blame is unfairly placed on the QA team rather than addressing the root cause. Poor Leadership: The absence of a proper Business Analyst (BA) lead that the UI/UX person plays that Role, who lacks sufficient experience in software development and never reviews the SRS, ends up making critical decisions, often resulting in poor architectural choices and misguided projects.