Pros
1) The people who you work with. Since nobody knows the date for when one would receive the next month's salary, bonding with your team members or for that matter anyone in the organisation is easy. (tbh, everybody eventually knew the date, but not the month. Also, there's a high chance that they use the Mayan or Julian calendar but they're the only ones that know this) 2) Flexibility - As long as you're taking calls at 12 or at 3 midnight and working the next day to cover the work that was discussed at 12 midnight, you have all the flexibility you need. 3) Appraisal system. - It has nothing to do with your performance and consistency. It's directly linked to your date of resignation. 4) Salary - You feel lucky to get it. When you don't receive any salary for 2 months straight and then when you get it, it feels amazing. It's a guessing game, you can guess when you will receive the salary and you'll almost always lose, but then when you do get the salary, it feels like you're fortunate. 5) Management is talented - Managing to stay afloat after not paying existing dues and still hiring is commendable. This truly reflects the "disruptive" vision that the management looks for in potential candidates.
Cons
1) The pros. 6) Hypothetical example to understand your actual CTC (this is implied, not explicitly told) - If your annual CTC is INR 12,00,000 and you've decided to leave the organisation after 12 months, your actual CTC would be somewhere between 9,00,000 - 10,00,000. Why? you ask. It's because expecting salary for the last ~2-3 months is a fictional idea. 7) The attitude of the management - Default behavior is to deflect questions. 8) The idea of going to US - WHY DO IT? 9) Lack of experience in the engineering team - If you like mentored growth, it's difficult to find it in the data team. TO THE PROSPECTIVE CANDIDATE WHO'S CLEARED THE INTERVIEW ROUNDS AND IS PLANNING TO JOIN - Please reach out to any of the employees who have worked here (linkedin is a good place to find) and ask about all the things mentioned here. Then ask the same to the higher management (not the HR) of the organisation. Doing this will give you a better idea.
