Prowareness Reviews | Glassdoor

Prowareness Reviews

Updated August 12, 2017
75 reviews

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3.3
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Vikram Kapoor
19 Ratings

75 Employee Reviews

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Pros
  • Good at making us understand about Agile and Scrum (in 7 reviews)

  • The transparent and encouraging work culture helps to make your day worthy (in 6 reviews)

Cons
More Pros and Cons

  1. Helpful (7)

    "Can learn Agile.Be careful of your Skill from sharing.Don't entertain CDL & SM."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Technical Architect in Bengaluru (India)
    Former Employee - Technical Architect in Bengaluru (India)

    I worked at Prowareness full-time (More than a year)

    Pros

    You can get to know what SCRUM & SPRINT is.

    Cons

    Cons- no need to join the company to know Scrum & Sprint methodologies.
               If you have joined and you don’t like it for whatever the reason, You can still step out for better place to work rather than suffocating yourself there for over a period while saying YES to all those stupid things where you want to say NO to.
    This company - Prowareness, as per policies which will be explained to the employees while joining are very good to listen. But the policies are only for presentation to attract the candidates during recruitment process and will remain there on one document alone. (The Policy document won’t even be shared with employee or will be accessible by employees after joining the company.)

    Before, I go further; I want to share one important point;
    Prowareness as a organization says that they follow Flat-Hierarchy at development, but once you join and CDL takes care of team and if the CDL is non-technical, then Its 100% NON -Flat hierarchy. But will get’s exposed as flat-hierarchy outside of team.

    Some of the terms used in the policies are as follows and would sound very good in actual but not in practical/during day to day activities.
    1. Openness
    The Company/CDL expects you to be open at explaining what you feel about the team, what are your strengths and weakness; which is a must and they should satisfy with what you say. Once you complete explaining things, they will catch your weaknesses and will keep you pin pointing at weaknesses only throughout your career at Prowareness. Finally once they find you are not required any further in Prowareness, they will give you a feedback saying that you have failed at the listed weakness besides provided opportunities many times.
    2. Transparency
    This is one more term, where you have to be 100% transparent and should give feedback at yourself where you can/want to improve and also about each and everyone in the team at work. But this won’t be the case with others while giving feedback to you. Ideally you can ask others when they give feedback on you which might not be correct per policy to help them or understand the situation; but you won’t get a chance to reject/explain about the feedback received by you, but you have to accept it and work on it and it’s not the case with others who are part of CDL’s internal group for survival. If you don’t accept, then you would be called as having Attitude problem, if you don’t speak up to it, then you are at blame. This blame would keep continuing till end of service at Prowareness.
    3. Cross-Functionality
    This is one part of the policy where you have to teach others onto your technology if it’s rare/less among Prowareness. Remember you are sharing information/knowledge not because of your interest but its part of “Rights” at Prowareness. If you don’t share knowledge, then you would be blamed/pin-pointed as not having the skills that are required for the project. If at all you share information/knowledge, then the newbie’s would become assesses of your skills and in return, you will get a feedback where you have to work/improve on overall skills which aren’t correct.
    After the effect of Cross-functionality, even though you are subject matter expertise, you have
    to listen the Newbie’s who learnt skills/technology from you, either on design or logic/development and accept it however the design is not good or not fit for the requirements. If you speak up or try to help others in understanding things, then you are called as dominating others and its part of Attitude issue and will be asked to stay behind or not to speak on the terms of only one person has to speak while other should listen to it. By the time, the SME’s get their time to speak, it will be called out as time-out or will be discussed later where that later will never come back.
    For E.g.: A PHP resource that learns other technology from you and later after learning the basics, he will tell you that you don’t know anything about that technology and need to work on it so that project requirements can be met. You have to accept and agree to it even though you have taught others about it.
    Interesting point over here is, that during your appraisal time, the same points will be shared with you by CDL and you will be asked to learn skills and grow like the Newbie’s who learnt other skills though they are from PHP; So you would be told to learn and work like the Newbies to whom you taught the skills. I myself not sure how I have to grow like Newbie’s to whom I have shared my knowledge where I will be claimed as not having knowledge; but shared in real.

    IGrow & Feedback
    This is one of a festival, where the politicians are even better compared to this. This is an event, where everyone has to give feedback on rest of the team where others would grow further in career by the feedback given. But feedback will be given in such a way that based on who is on whose favor and where CDL is playing his role in favor of part of team, accordingly the feedback will be given positively to part of team who has CDL’s favour and a blunt negative feedback which doesn’t even makes sense to the rest of team whom will be cornered to other side of it. In this case, if there is a feedback given to you which isn’t correct based on what the presenter understood, the person (receiver) can explain them the situation, per terms/policy; but they won’t be given a opportunity by CDL and will be called out as decided and he has to work on it. This has numbers as well for rating and will be captured and maintained for behavioural/attitude/appraisal processes.

    Courage
    Per the terms of the team, one should have courage to give feedback and also to take feedback.
    When you give feedback, you might be neutral to the team and might give feedback which will helps other to grow in career; but the part of team who are under cover of CDL will give feedback which you won’t even believe and you have to take it whether its right/wrong. Ideally there will be opportunity given to discuss the situation for the feedback if wants, but won’t be granted to the ones who don’t have CDL’s favor.

    Attitude
    If you don’t have favour of CDL and if you speak also, it will be heard as shouting and dominating/arrogance and you will be blamed as behavioral attitude; would be asked to improve. But if the people who has favour of CDL, either shouts/dominates would still not be called as attitude issue. Since CDL is also part of the same way.

    Retrospective
    This is one moment (meeting) where a discussion will happens about the new things tried, worked out, failed, lessons learnt, as such.
    If the Sprint delivery is success, that’s a good.
    If the Sprint delivery isn’t success, then the persons will be called out and will be asked to take more responsibility and deliver things in time while not repeating the situations again. If the person is have CDL’s favour, the CDL will makes sure that the discussion won’t even get started on that person and even if starts, he will make sure that it gets diverted to another issue so that he will be safeguarded from correcting the mistakes.

    Re-factoring
    Ideally, a team will be having enough human resources with few having enough skills and some with good skills while others having knowledge on the work.
    Here, the process, design, approach, logic or even a critical design changes won’t happen by SME’s, but by Newbie’s or people who work on different skills/technology.
    When SME’s tries to explain the risks/flaws/loop-holes in the design/changes if any, the will be rejected from listening or even just get ignored by CDL and the Non-SME’s.
    If you still try to explain the criticalness/flaws/major performance hits in the design, the CDL and Scrum Master would return back to you saying that they “As a team” by excluding SME have decided to go with it. If there comes a problem in future with design, they would get some more time from clients to re-work on the design and implements by taking the same amount of time which will be invested initial to develop wrong design. At times, I feel pity about clients for having extra sprints to correct the mistakes that are done knowingly.
    Here, one interesting thing which I don’t understand is that, Prowareness as an Organisation and CDL with no skill/technology would encourage the team to implement a wrong solution by taking 1 year of time and later afterwards take another 9 to 12 months of time to repair the design on the sake of re-factoring. It seems like the CDL/organisation isn’t aware of how to get more projects from existing clients, but knows how to keep the client hanging there for long terms which helps company to get billing continuously while delivering a wrong product and CDL getting his share of billing and percentage from profit margins.

    Skill assessments
    Here in Prowareness, ones skill will be assessed by people who work on a different technology but not on the same skills and neither experience around. While the same assessment with some more negative projection added will be shared to director by CDL. I think, I don’t have to mention how the results would yield if you don’t have CDL’s favor.

    Requirements discussion
    Requirements discussion will happen and discussion will not happen about the actual requirements but on some other deviations till end of scheduled meeting. Later during time-out moments, either CDL who is neither a Techie nor have any skills would toss a coin and asks to take the voting and go by the majority or Scrum Master with his influence would decide what and how to proceed further.

    Various Roles in the organizations:
    Team – people from different parts of India working together as a team. Here the problem comes when the organization forcing FUN to be part of it and should be there even if it is artificial that creates misunderstanding between team and that’s where the incapable CDL’s & Scrum Master will take advantage of it rather than not forcing it.

    Scrum Master
    Mostly, it’s a person from team who will be a puppet in the hands of CDL. While he is most worried about his Scrum bonus but not of the product quality. The Team works hard and completes all the activities as part of sprint in time successfully, while Only scrum master has an authority to speak with client, who conveys the completion of Sprint as “Managed to complete” while the reality is successfully completed with all the smart & hard work needed by the team.

    Client Delivery Lead – Divide and Rule policy.
    Divides the team into two or even three internal teams and rules the project while showcasing himself as top performer taking everyone to the verge of blackmailing, such as, will be terminated either by issuing a Pink-slip or by giving a feedback by team which will be prepared by CDL and told to give as such so that a person can be cornered and would help CDL to force him to quit saying there is no place to work with the team nor in the organization but just to resign.
    Even, in client discussions, CDL will tell who has to speak over there and not SME’s. even if SME’s tries to pitch in to share information that’s needed for the discussion, it will be neglected, ignored and un-heard; I don’t know what to call this behavior as; Around team, a CDL can use any kind of ill words in any language without any minimum respect to employees, but employees shouldn’t be using any language at all even at personal conversations.
    Not every CDL is as such, but it is him who don’t know any knowledge/background from IT and wants to survive by doing any sort of worst things in the backend.
    Company says no work from home, fine; But CDL calls you even at latenight/ early hours shouting at you by blaming you for something which has no sense at all, besides, will asks you to come to office in 30 minutes where your travel time itself might take 30 minutes if you start immediately!!!
    Besides, your phone shouldn’t ring neither vibrate, but others phones can do a loud noise if they are slaves under CDL. And if you got a personal call, you have to drop off it for a quick discussion which CDL wants to, as he got to remember something; whereas it’s not the same across all in team.

    Agile Coach – Comes very often with Adhoc meetings asking for 2 minutes at most of time and would end up taking 60 minutes to 90 minutes where our day to day activities would get effected, but we have to stretch our day as part of commitments made towards the Sprint.

    Meetings
     I used to feel like I am wasting time from my life time due to those unwanted meetings which doesn’t makes sense and are not required neither useful for any. At times, there will be 5 to 6 hours of meetings a day where SME’s are not allowed to speak on the agenda but others can have diverted discussion rather than bringing it to a closure at the earliest with a conclusion.

    Timing – You will be closely monitored by CDL what time you are coming in. About leaving time, mostly no one questions you after completion of 8.30 hours as long as you meet your commitments of the day irrespective of meetings – scheduled after planning sprint or Adhoc meetings.

    One-to-One meetings
    This is pathetic, even a punishment at school is better than this one-to-one meetings.
    CDL will have this, whenever he wants to.
    If you aren’t there when he starts a unscheduled meeting, there is a 1-1 meeting.
    If you come late because you have stayed back yesterday till mignight on CDL’s request, 1-1 meeting.
    If you speak any other language other than English, 1-1 meeting. But CDL can speak any language and even foul language as well, while exemption will be given to those who has CDL’s favour.
    If you are not interested to listen any conversation as it doesn’t makes sense or useful for you and if you raise a request to lower it or avoid anything as such, then 1-1 meeting with you are you have a problem rather than looking at the content and correcting it accordingly.
    There will be multiple – parallel discussions/meetings happen next to each other in those small transparent rooms, where some are about the work while some are just time-pass chit-chats with higher volume; and if you request to lower the volume from non-project related talks, it will be another issue and be taken up by CDL for 1-1 meeting for asking to lower the volume.

    Standup's – This is something which happens on time and ends as well whenever CDL isn’t there in office at that time point of moment.

    Managing Sprint delivery
    Having such a CDL & SM in team, the people who are under his favor would work on 3%~5% of Sprint work while by dragging the stories till end of spring while the left over people should take care of rest of the work and it will be assigned accordingly by SM & CDL. Here work isn’t evenly balanced but the claim of delivery will be presented on someone’s name as “Professional of the Sprint”.

    CDL's - Divide & Rule policy
    If you are in favor to CDL's ruling partial team, then your ideas, jokes or even idiotic behavior will be supported & encouraged, but if you are not in them, forget about getting a chance to speak, you will be ignored, even if you speak/share your ideas being a technology expert, it will go un-heard by any; or the same idea will be re-presented by SM and will get promoted as SM's idea.
    Sometimes, you will even be asked to shut your mouth by SM on the terms of TIME_BOX, even though it is the solution/logic which is all about, if you are not in favor team.
    CDL will decide you, which side of team you are into; based on his agreements with few of the techie people on whom he is dependent and his feelings on others on the grounds of how one reacts to him where he disrespects you or even scolds you or even will tell you that he can give you "PINK SLIP".
    FUN - Client and Company encourages this factor among team. but only the CDL's favor team can do anything; by any chance others does fun, he will get identified as attitude issue and will be pin-pointed, which leads to one-to-one meetings. The Fun part is mandatory and team is forced to have it, which damages the teams understanding internally for someone’s joy.

    70% of the work in a sprint will get done by slavery team while SM monitors and assigns work to others where non-technology people will give you the idea or design how to work. If you try to correct/explain/share your views on the same about the possibilities of being wrong even with proofs, you will be given a award of being "SICK". You will have to face 100 questions on WHY, despite you answer each and every question with a brief explanation and design, you end-up following the design with flaw after getting the award of "SICKNESS".

    Sometimes, when a technology expertise presents the bottlenecks/flaws/issues by forecasting along with the statistics as proofs to present the difference to the entire Team for necessary precautions in time, the Favour team with some knowledge obtained by SME so far, will still insists to go on with the flaw design itself and the CDL who don't have any knowledge on any technology will mediate such things by asking the SME to work on the proposed ones as POC's apart from actual work while asking the team to continue with the flaw design itself. And team will act accordingly; else the person will be taken for one-to-one meeting and will be asked if he wants to leave.

    One-to-One meetings will happen quite often, even though you are correct and right, if SM or CDL doesn't likes you.

    In this company, there is no concept of bench, so when a project is confirmed, there and then recruitment starts on the needed technologies and would prefer to join early in, (Ranging from 1 day to 60 days). And if someone who is ready to join immediately and currently not working will be considered, while offering package 15% lesser to what has been finalized will be given to him as the candidate is job-less and company is doing favor by providing job to him. Along-side, that kind of person is always in slavery team and will have to face dis-respect throughout his career in there. The CDL considers himself, that he has given you a job as that person is jobless, and at-times CDL shows his greatness by saying that you are jobless and we have given you a job in front of team and to others behind you.

    If you have a question on a process/approach/management/SM/CDL and if you ask it the respective person...,the same question is put back to you asking, "Why do you think so", "How would you deal with such a situation if asked", etc... and you will be identified as Attitude issue.

    TechTalk - (You must attend though it won’t benefit you anything or neither your technology related).
    Meetup’s
    My understanding is that Prowareness & employees, to improve their knowledge base, they are creating a platform where other participants can come there and discuss things across, benefiting Prowareness employees learning things at no cost/time.

    Implementation/design/approach - Will be decided by SM, CDL & non-Technologists but not the technologist/SME’s

     Learning curve
    To be frank, While being in this organization, I haven’t learn anything nor got a chance to learn. Either the environment is disturbing (There isn’t any meeting room as such in here and the development area will resemble a Fish market with all those crazy talented discussion) or fully loaded with works. Ofcourse, the whole team got a chance to learn skills from me where I am no more required by CDL as the team got my skill being part of Cross-Functionality where you will be forced to share skill. With this as an advantage, CDL can survive and save some budget to increase his share of profit percentage.

    Cons: Here, people use the term – transparent very often, but are afraid to be transparent.

    Advice to Management

    Suggestions to Management:
    Mule and Pony looks like similar, but when they grow, their behavior & responses are different according to their breeds. If you put mule after becoming donkey in to the race course, it will not only fails at it but also slows down the race by distractions; And if you put a pony after becoming a Horse helping a Washer-man to carry his washed clothes, horse will perform to what it can, but it’s not utilized properly where a horse can performs a lot better.
    Accordingly, if you put a person who doesn’t have a respect towards employees neither any technical skills or background but who used to sell paints to manage/lead/watch/guide a team of technologists or SME’s without knowing his behavior/attitude/respect towards others, since he wants to play that role; it will not just spoil that one team, but also effects other teams and CDL’s as well.

    It’s a replica of a ROTTEN fruit in a basket full of fruits. The early you identify, the more it benefits you and the organization.

    Also, don’t just blindly listen and come to a conclusion about a person from what CDL says/share, SM/Team says with you like a Sheep in herd. If you feel something isn’t right, dare to have a quick meeting with the person to understand the facts instead of hiding behind the glass. In Prowareness, there is a fear factor that team can be turned up-side-down on the control of CDL and team has to listen and obey whatever CDL says to them and expected to say what CDL asked them to say.


  2. "Okay Okay"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Software Engineer in Bengaluru (India)
    Current Employee - Software Engineer in Bengaluru (India)
    Recommends
    Neutral Outlook
    Approves of CEO

    I have been working at Prowareness full-time (Less than a year)

    Pros

    Agile software development. CI,CD.Do work using technology.it's all tools.people talk about tools a lot.Effective unit testing. Xp practices followed.Technology focused company. Transparency and openness.

    Cons

    Retention rate is low. ~1.5 to 2 years. Stagnant learning curve.

    Advice to Management

    Focus on building SME , tools alone will not help you. Encourage external trainings.

  3. Helpful (2)

    "Senior Consultant"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Bengaluru (India)
    Current Employee - Anonymous Employee in Bengaluru (India)
    Recommends
    Neutral Outlook
    Approves of CEO

    I have been working at Prowareness full-time (Less than a year)

    Pros

    Technology and Culture .
    Fantastic Learning Opportunity in the field of Agile ,Scrum,Devops

    Cons

    I still cant get over the fact that they require your Original Marks Card while Joining .

    Advice to Management

    As of now Nothing .


  4. Helpful (2)

    "It was good company"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I worked at Prowareness full-time (More than a year)

    Pros

    Salary
    Good hikes

    Cons

    Client delivery lead (CDL)
    SM

    Advice to Management

    no use


  5. Helpful (6)

    "Been 6 months here, all I think is how to leave!!!"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Senior Software Developer in Bengaluru (India)
    Current Employee - Senior Software Developer in Bengaluru (India)
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at Prowareness full-time (Less than a year)

    Pros

    The first 3-4 months are exciting.
    If you don't know scrum, then you have a good learning curve in the beginning, with an induction period of 2 months and some internal training.
    If you are not passionate about technology and don't want to work on challenging technologies, it's a good place
    Your growth depends on how well you can handle office politics, specially with CDLs and internal coaches and their leader

    Cons

    The company never trusts you. They want you to submit your original documents at the joining time. They keep on tracking job sites like Naukri to see if you have updated your profile and call you for a discussion based on that (happened to me and other colleagues, makes it hard to leave once you are in).
    They promise that things can change after the discussion, but you end up in the constant monitoring and politics from top management. Think ten times before you make a decision to join this company. Once you are in, its very hard to get out, you'll be like me :(
    The coaches and CDLs have a strong opinion in your promotion and assessments, so beware of telling anything against them!!!
    The coaching team and their leader are way behind technology and skillsets!!! They don't understand the latest trends and standards. They will force you to follow the outdated way of working or conclude that you don't belong to the culture.
    No cool technologies like AI, IOT etc.

    Advice to Management

    Nothing, its a waste of time..


  6. Helpful (1)

    "Great Place to work"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Senior Development Specialist in Bengaluru (India)
    Former Employee - Senior Development Specialist in Bengaluru (India)
    Recommends
    Positive Outlook
    Approves of CEO

    I worked at Prowareness full-time

    Pros

    One of the most transparent company I have ever seen.
    Leaders and top management can be easily reachable.
    People Friendly, great place to work.
    Parties, fun and entertainment is a part of the company culture.
    Pay is good, you get short term onsite as well :)

    Cons

    Nothing that I can think of.

    Advice to Management

    Keep exploring for new opportunities.
    Lot of opportunities for QA and .net but other technologies are relatively less.
    I feel this can be the areas of improvement.


  7. Helpful (11)

    ""Learning without respect" -"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Bengaluru (India)
    Former Employee - Anonymous Employee in Bengaluru (India)
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    Pros

    - Average CTC
    - work Location
    - Learning perspective
    - Good at making us understand about Agile and Scrum.
    - I had a good support by my team (Lucky to have that ).
    - A short visit to Europe.

    Cons

    - No HR but one lady who takes care of all queries .
    - No Team Bonding , best at politics
    - No Trust on Team but speaks about being Agile,
    - Coach's are treated as the master pieces of god - Management believes them with no interest of others
    -The one who exist the organization are portrayed as the losers and people believe their stories as well.
    - Interview process are in the hands of CDL and Coach where as the HR has to have a clear cut view on boarding a good resource
    - MD fails to understand the reality and focus one few achievers who turns out to be the dictator for the team.
    - Keeps an watch on all employees active profiles to calculate expected attrition rather focusing on how to retain them.
    - Quality of technical skills hardly improved.
    - I was hired for one skills but ended up working on some other skill but not appreciated for good work
    - Ones an employee leaves the company he/she can never join it back (no one will come back).
    - Recruiters are treated as a machine producing candidates to be hired .
    - BSD no one is interested still its is mandatory
    - CTC is based on last CTC and not the caliber and skills.
    - Annual awards does not make sense as they are given for the people who are good with management and are known among people.
    - False promise of career growth - they don tell about the hurdles.
    - stop playing with new joiners life telling them they are bad..... instead teach them how to do work.

    Advice to Management

    Please focus on reality.
    All employees are same just that they need some guidelines to improve .
    Eliminate the coach team in the decisions taking aspects you will have a better growth.
    Please have a personal check with the employees you will get to know the pain they go through.
    Stop documents submission - Trust people
    have an hiring process than just adding extra rounds - it leaves a bad impact.
    Respect people you will get respect.

    STOP spreading the wrong information and stories about the old employees ( for the individual teams) - you dint make a favor on them.

  8. Helpful (4)

    "Fast Professional Growth"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Technical Architect in Bengaluru (India)
    Former Employee - Technical Architect in Bengaluru (India)
    Recommends
    Positive Outlook

    I worked at Prowareness full-time (More than 3 years)

    Pros

    Worked at Prowareness for over 3 years, loved most of it.
    Not the run of the mill Indian company - very focussed on software delivery craftmanship - TDD, Automation, CI/CD etc
    Culture is quite unique, very team centric (even with bonuses etc), worked with a great team
    They are getting more in tech consulting, can be a good growth path for tech people
    I got some really nice challenges, which helped me learn quite a lot in a short time

    Cons

    they are quite into quality people, so the learning and challenges are quite steep sometimes ( need to be able to adapt or else it would be tough going)

    Advice to Management

    -good culture, please keep on focusing on the internal culture
    -hopefully a gym in the new office for people who are into fitness


  9. Helpful (7)

    "Worst Company!!!"

    StarStarStarStarStar
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend

    I worked at Prowareness full-time

    Pros

    There's no pros at all, other than selling words from them.

    Cons

    1. Don't go by the words agile, no hierarchy, full transparency.
    2. You perform good for 1 year and 1 week you don't perform, you'r considered not fit for company.
    3. All positive review you see is made written by their current employees.
    4. Higher management at its worst and no maturity levels.

    Advice to Management

    when everything's wrong, on what to advice upon


  10. Helpful (6)

    "Good company, can improve more"

    StarStarStarStarStar
    Current Employee - Anonymous Employee in Bengaluru (India)
    Current Employee - Anonymous Employee in Bengaluru (India)
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Prowareness full-time

    Pros

    1. Good organizational culture - transparency, passion and enthusiasm are very much there
    2. Technical know-how is there in few of the teams, company can benefit by focusing more on this across all teams and levels
    3. Interview and screening process is well thought out, with multiple rounds of coding and evaluation - HR does a good job of filtering and shortlisting candidates

    Cons

    1. Too much focus on operational details and not on the direction
    2. Politics can sometimes bring down the team`s performance
    3. Work from home would be a good add-on

    Advice to Management

    Listen to Employees, get them more engaged/involved and address their concerns and needs (cafeteria, larger work space etc..)


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