Kalkitech reviews

No work-life balance at all. Employees are expected to work continuously, including late nights, weekends, and even on official holidays or leave days. There is no consideration for employees’ health or personal issues. We were even made to work on International Labour Day, which clearly shows the lack of basic respect for workers. Unfair and biased hike system. Salary hikes and promotions are not based on performance or hard work but purely on favoritism. Certain people get rewarded regardless of what they actually contribute. The rest have to bend their heads and agree to everything to get minimal recognition. Lies and manipulation during appraisals. When discussing performance or hikes, senior managers and service heads often say contradictory things or lie about evaluation data to justify their biased decisions. Discrimination based on qualification. There is a visible bias against BCA and MCA graduates. I have personally heard senior management and service heads questioning why such graduates are even hired. They openly claim that only B.Tech employees have value, and that’s reflected in the pay structure — B.Tech freshers receive almost double the salary of BCA or MCA freshers, even if their work output is similar or better. There is no growth or value given to non-B.Tech employees. Performance analysis is a joke. Every year, the rules keep changing. Sometimes, only one employee under a manager is allowed to receive an “A” grade. In other years, everyone under certain managers gets “A” grades. There is no consistency or transparency in the evaluation process. Management dishonesty. During discussions with senior managers or the service head, both give conflicting information and try to hide real performance data. It becomes impossible to know who is telling the truth or whom to trust. Escalations haunt you forever. Even if someone received an escalation once in their first year, it keeps being used against them every appraisal cycle. There is no concept of learning from mistakes or improving — your past escalation will keep affecting your hike forever. Terrible project management practices. Projects are often started months before any developer is even assigned. When a developer finally joins, they are expected to complete all features, fix bugs, and handle client requirements on their own. No tasks or bugs are properly managed by the manager. I personally had to work on a company project using my own personal GitHub because there was no proper repository management. I had to send the zip file of the project to my manager for deployment, but it was never deployed to SVN. Despite this, the entire blame for any delay or issue was placed on me, even though I took the extra step of deploying the project on Vercel myself just to give the client a working demo. Zero visibility and accountability from management. When escalations occur, managers take no ownership. Instead, they pressure developers to somehow “finish earlier” without understanding the actual situation. Lack of respect and trust. Even after working hard and taking initiative, employees receive no respect or appreciation. Management does not value honesty or dedication. Managers lack product knowledge. Many managers attend client meetings without having any real understanding of the project. When clients ask questions, they immediately turn to developers for answers because they don’t know the status or details themselves. Administrative inefficiency. Some managers can’t even fill out their own Excel sheets properly and expect developers to do it for them. Overall culture of irresponsibility and disrespect. The system itself is broken — poor management, unclear ownership, no proper visibility, and zero recognition for actual contributors.

Loyalty is not appreciated at all.