Pros
Extremely toxic Credit Implementation team leadership Directors are ego-driven and treat employees as disposable resources No respect for software engineers or their skillsets Developers forced to do non-development Credit Implementation work. Zero learning, zero innovation, zero technical growth. Extreme micromanagement with frequent update calls. Constant pressure and mental harassment. Work-life balance does not exist. Appraisals are unfair and demotivating. No proper market correction even after promotion. Salary and growth depend on which director you report to. Same role and experience but different CTCs across teams. Mid-level managers act as bootlickers to directors. Bond-based retention is a trap. Promises of growth are fake and never honored. HR is not independent and supports directors blindly. Threat culture exists when you resign or question leadership. High attrition due to wrong leadership and pressure.
Cons
❌ Credit Implementation Team – No Learning, No Growth The Credit Implementation team operates with only one focus: project execution at any cost. Employee growth, learning, and career development are completely ignored. Despite being hired as a software developer, was assigned Credit Implementation and operational tasks that do not require engineering skills and could easily be handled by non-developers. There is no exposure to real development, no innovation, and no meaningful learning. ❌ Ego-Driven Leadership & Toxic Culture Leadership in the Credit Implementation team is ego-centric and non-empathetic. Engineers are treated as resources or labor, not professionals. Constant micromanagement Repeated update calls every 30–60 minutes Excessive 1:1 meetings used as pressure tools Unrealistic expectations and continuous mental stress Some mid-level SSE/Managers act as yes-men, encouraging toxic behavior instead of supporting the team. ❌ Extreme Work Pressure & No Work-Life Balance Work pressure is extremely high, and work-life balance is practically non-existent. Long working hours are normalized, and being available beyond office hours is expected rather than appreciated. Over time, this environment leads to burnout and frustration. ❌ Appraisal, Compensation & Growth – Highly Unfair Appraisal was insignificant No market correction was given Shockingly, employees with similar experience and same designation have different CTCs, depending purely on which director they report to. Growth here is not performance-based, but management-dependent. ❌ Bond-Based Retention Trap A highly questionable practice followed in this team: Employees are offered a 2-year bond just before appraisal cycles Slightly higher percentage is promised in exchange for signing the bond Once bonded: Next appraisal cycle is skipped Promised growth does not happen Employee is legally stuck This system exists to retain low-cost resources, not to reward talent. ❌ Threat Culture & Weak HR Support When an employee becomes critical to a project or decides to resign: Pressure increases suddenly Indirect termination threats are given Fear is created around “career damage” The HR department does not act independently and generally supports leadership decisions rather than employee concerns. ⚠️ Advice to New Joiners Before joining: Explicitly ask HR which team you will be assigned to If it is Credit Implementation, think very carefully This team has high attrition for a reason Wrong leadership choices and extreme pressure have already caused many resignations.
