Indus Valley Partners reviews about "senior management"

Any improvement areas I had were already being addressed and strides are being taken .

Low salary, No work life balance

1. Old technology, management was reluctant to shift to new tech stack, as being in the financial domain correctness of data mattered to them. 2. Slavery - I had seen my team members working till late, and that's a practice and habit of many people in the company. One of my team member would join the office at 7 AM daily and would leave at 8 PM or 10 PM or even 1 AM on a daily basis. Sometimes my director used to force people to stay in office till 1 AM or 2 AM for client calls, management discussions with US team, or production issues, and expect to join again on usual time. This issue was reported several times to the senior HR, but no action was ever taken, and was not brought in front of senior management ever. Lack of recourses in the teams were not taken seriously, as a result my whole team started leaving and I have seen 200+ people leaving within a span of one year from the organization. 3. Real politics happens at the management level between managers and directors as they just try to impress the CEO with good growth numbers and suppress the team members to work extra hours and they would themselves follow the same working pattern. 4. Monetary growth was not as per the industry standard, but to a fresher it's good or if you join the company by switching from your previous employer being on a low package.

Implementation has a very limited scope No one knows what they are doing

The company is working on legacy tech stack . If you stay here for a year you are already 2 years behind the current market and will have a difficult time to skill up. They treat an employee like a slave who is willing to work day and night . You have 2 shift options 10-8 and 1 to 10 these are on paper only , most of the time you will find yourself staying up late in the night and working on a project that only demands support features from the client. Most of the clients are leaving and its good for them also, people at senior management are not only noncompetitive also are good at making a fool out of others. Most of the people switch within 2-6 months as after six months you are liable to return your joining bonus which amounts upto 50k. Every year the appraisal amount is decreasing and its one or two reason is given in the annual conference I dont think if the company improve its thinking and processes it will last long enough out there .

Lack of respect for the employees Lack of professionalism by senior management

1. Some seriously high attrition rate. Most people buys out their notice period even with the fact that they have to pay back their joining bonuses. 2. This company has NO RELATION to FINANCIAL MANAGEMENT in Hedge Funds regardless of how much they speak about it during recruitment to lure the uninitiated. The relationship of this company to Hedge fund is the same relationship Infosys has with banking sector (it creates software so that banks can store and analyse data, Infosys does not do banking for the banks). That too the company’s domain is mainly in back and middle office. It does not have capacity nor does it want to venture into serious front office software(few existing front-office software are 'me too' kind). Bottom-line: It is a SOFTWARE COMPANY that too working with absolutely prehistoric technology. 3. An amount in CTC is always covered with something like “non-cash benefit” true benefit value of which is never known. This is much higher than a comparable company. I cannot go further into numbers. Your joining bonus will be given not after the serving period but after the serving + notice period. That is if the joining bonus is for service of ‘x’ years, you will only be able to retain it after service of ‘x’ years and additional notice period (possibly a quarter/ 3 months). In case you serve for just for ‘x’ years, the bonus will be taken back immediately before leaving the office but last salary will be credited after 60 days. 4. A bigger percentage of people are either quite old (>=5 years in the company) or are absolutely new (<=2 years). Again because of high attrition rate. 5. Promotion to a “Director” level can be done pretty quickly (No it is not a Pro, read on). Inference: 1. There are two kinds of people in IVP, one who realise early in the process what kind of company they are in and get out if possible at the cost of their soul. The other one realizes the mistake after 4 years but because of lack of learning in the 4 years can’t do anything about it. 2. To most employees it is a pit-stop in career(a job in IVP is just a job, not a career , or at least for the best of you I hope it’s not your career) 3. The reason for inflating the name and processes of their clients in recruitment process is that their own processes and work won’t pull the kind of crowd. “It’s an established company with a start-up culture” is something you will hear during your recruitment. Read “you have to work like in a start-up but without the best benefits of start-ups (stock-options, high salary, learning curve and incentives as such)”. Judgement: 1. There are few titles like “Director”, “Associate Director”, “Senior Management Director” which in any industry is generally used to signify quite some leadership (not manager) position. This signifies you are an authority in a field recognized by the entire industry, you drive real business decisions and you have responsibility and accountability for the same (These are present in IVP too but just in a way of pushing responsibility downstairs and around until the time everything is a mess). Now in IVP these are just names and when it comes to real decisions it is just the owner and everyone else. I.e. if you get to the ‘Director’ level in this company, it doesn’t mean you will get comparable jobs in other software companies. 2. Mediocrity is kind of celebrated here at least among the people who planned to stay. It has seeped in and brings in even more mediocre employees (B recruits C and C recruits D). Anyone trying to really push your limits and do good work (not just for salary) do not even think about this company. If you have made the mistake of getting recruited by this company, start getting other options. 3. For those who are inside and facing the brunt of a bad manager understand that your managers don’t have any real option to help you. It’s not personal it’s just what they have seen happening for years. They don’t even know it is toxic any more. 4. This company in a way tries to emulate whatever is happening operationally in the hedge fund industry not realising their entire industry is different and they don’t have Harvard and Yale graduates working for them unlike real hedge funds. The result is absolutely different needs of senior management compared to the ground level operations. 5.The values are really just words used in some presentation for new recruits and prospective clients. 6. Vision and mission is getting the next client/next cut (regardless of the presentations). Now go back and read the posts where it is written “Awesome”, “Best Company Ever” or things as such. Most of the times you will see the pros are really vague words like “growth” and “opportunity” and “cool hedge fund people”(some people have mentioned free food as pro). If you don't believe the information in this post at least take an informed decision from other past alumni before you accept the job.

Working hours not fixed. It gets worse when you are at a senior position. Most of the teams use old technology stack, disadvantage if switching to a new company. Bad senior management for bootlickers

Sometimes senior management is very disrespectful.