Caepro Reviews

My experience with this company highlighted serious issues in financial management, leadership, and overall professionalism. One of the most consistent problems is salary delay. Although employees are told an “official” salary date, salaries are often credited much later—usually between 11th to 20th of the month. Employees earning above a certain threshold experience even longer delays. Employees are discouraged from asking about delays, and even simple questions about salary timelines are often met with defensive or dismissive responses. Compensation beyond basic salary is also unreliable. Performance pay is supposed to be paid in two 6-month cycles: Component A for the first 6 months and Component B for the next 6 months. In reality, these payments are consistently delayed by at least one cycle and are paid only after employees start to create pressure regarding it. Appraisals are routinely delayed—while discussions may start early in the year, official letters and revised salary figures usually don't arrive until mid-year. Arrears resulting from these delays can take a year or more to be processed, and in some cases, remain unpaid altogether. Tenure bonuses are inconsistent and unclear. There are serious concerns regarding Provident Fund (PF) handling. PF contributions are deducted every month from employees salaries, they are never actually credited to employee accounts. A former HR employee had to legally escalate the issue and publicly call out the company on LinkedIn to get any action taken. Following this, the company made a few PF payments, but a large portion of contributions still remain unpaid. This shows a clear lack of statutory compliance and raises serious questions about financial accountability. Communication with HR and management is generally ineffective. Emails regarding salary delays, arrears, or compliance issues are often ignored. Employees frequently feel unsupported and undervalued. The company also suffers from a lack of projects. There are periods where very few, or even zero, projects are ongoing. The overall mindset is not growth-oriented, and there is no evidence of long-term strategic planning or stability. Leadership is concentrated in the hands of a few senior employees, while the majority of the workforce is constantly changing. Most employees leave within 1–2 years, and some even abscond due to the company's instability. Terminations are also common, with many employees being asked to resign rather than formally terminated. This creates a highly unstable workforce and contributes to the revolving-door hiring pattern. Policies exist on paper but are rarely followed consistently. Decisions are often justified using verbal “policies” that are not documented. Leave benefits are essentially discouraged. Employees may also face unnecessary scrutiny, even for legitimate sick leave. Work culture is highly stressful. Employees are often overworked due to unrealistic timeliness. Professional respect is minimal,and employees may feel treated without basic dignity. While freshers may gain initial exposure, it's important to understand the broader reality: the company lacks financial stability, professionalism, project continuity, and employee support. You will likely face salary uncertainty, heavy workloads, arbitrary questioning, and limited respect. To sum it up: reviews from previous employee dating back several years reveals similar recurring concerns, suggesting that these are not isolated incidents but long-standing patterns..

No timely payments, arrears, PF, performance pays, Management doesn't reply to your mails.