Info-Tech Systems Integrators Reviews

Micromanagement culture, poor sales commission scheme

Where do I begin? The dysfunction, delusion, and downright awful behaviour of the management is the worst place to work. If self-respect isn't your thing and you don't mind being disrespected, micromanaged, and gaslit, then sure, apply. Otherwise, save yourself the mental collapse. Toxic leadership, absurd policies, and rampant incompetence make this place a textbook example of how not to run a company. If you value your mental health, run far away do not apply! 1. Leadership and Management? More like the blind leading the blind-straight off a cliff. - Info-Tech's leadership isn't just bad; it's a full-blown tragedy. With a CEO (kid with parents credit card with unlimited funding) and COO running the show, and then scale that to corporate level. Their egos are massive, but their business sense? Does not exist at all. - Monday meetings? We start whenever "His Highness" arrives, usually late. And he wouldn't be caught dead at company events or social gatherings; after all, mingling with "peasants" isn't on his agenda. - The COO, on the other hand? A masterclass in zero leadership and even less professionalism. In meetings, it's all "Actually, I don't remember" or "Actually, I think that's right." Actually, actually, actually, I think she is a clown. As a COO, she can't really be bothered to mediate: her idea of conflict resolution is to tell employees to "fight it out, whoever wins get the sale" It's less of a workplace and more of a battle royale, minus the dignity. - Her approach to leadership: "If you can't take it, leave." Sounds motivating, right? And don't expect any meaningful communication; if she sends a WhatsApp mesage, it's to nitpick attendance times as if we're factory workers, obsessing over clock-ins and clock-outs despite being salaried professionals. - Honestly, just read the reviews on Glassdoor. They capture the toxic, chaotic reality working under this leadership. 2. An Ego Outweighing Their Competence - The CEO thinks Info-Tech is some tech giant, expecting every partner-even the biggest bank in Southeast Asia-to grovel for a moment of his time. He genuinely believes we're the next Microsoft or Salesforce and that big names should be thrilled to work with us. It's laughable-the delusion is real, folks. Info-Tech barely registers on the radar of anyone that matters in tech, but if you're into watching someone inflate their ego to the size of the moon, you'll be entertained here. When partners don't bend the knee, management shrugs like it's their loss. "Delusional" doesn't even cover it. - And let's talk about their so-called "28 years of success." If "success" means squeezing every last dime by forcing customers to pay for the latest version and riding the coattails of government grants, then sure. But if PSG funding is ever discontinued, their revenue would probably plummet faster than they could say "Info-Tech. 3. The WFH Farce (Or: How to Fake Flexibility) - For a company that loves calling itself "tech," Info-Tech can't handle basic modern work practices. Work from home? Sure... if you're ready to jump through hoops. They "allow" it (probably to keep TAFEP off their backs), but pile on enough restrictions to make it practically useless. MOST of the staff are "encouraged" to avoid WFH on Mondays, Fridays, or after any leave. They might as well be allergic to flexibility. And only one person from a team of four can WFH at a time because apparently, two people remote on the same day would break the company. It's a policy seemingly crafted to make you resent your life. Gotta love the company's version of "employee satisfaction"— a policy that looks good on paper while management keeps a tight grip on your freedom. It's 2024, but they're running things like it's 1994. - When asked why, the answer was a shrug and the genius explanation that if two people are WFH and others are at meetings, no one's in the office. And? Are we worried the office chairs will catch dust? 4. Toxic Work Culture: Dysfunction at Its Finest - The CEO and COO could write the book on toxicity. They've dragged in their own brand of work "ethics" from back home, treating employees like indentured servants and then scratching their heads when no one's thrilled to work here. They constantly belittle our efforts, telling us we're not working hard or fast enough. What a way to foster morale! Relationships do matter here-especially if you're okay with being exploited. Sure, the company boasts a "diverse" workforce and high scores on inclusivity, but if you're "lucky," you'll get slapped with a two-year bond, so you can feel grateful to have a job in Singapore. Those fresh off the boat often believe they can't leave within two years or risk deportation, at least until they get PR status and realize a whole new world awaits. - Then there's the COO's "girl math": if one person could bring in S$m two years ago, a team of four now should pull in 4x that amount. Never mind little details like shrinking markets, budget cuts, or customers following contacts who've left the company. The CEO insists customers are here for the brand, not the relationships we build. Sure, keep dreaming. - And don't get me started on training. There's no department-specific program; we're just tossed in with paying customers and left to figure it out on the job through constant questions or consulting colleagues. 5. Turnover is a Revolving Door, and Management Couldn't Care Less - Wondering about turnover? Spoiler alert: it's sky-high. In my first three months, I saw 10 people walk out, including someone who joined after me and lasted just two months. Did management care? Not in the slightest! As long as sales keep rolling in, why worry if morale's in the dumpster? It's like they're allergic to self-awareness. People are leaving faster than they can be replaced, but to management, it's business as usual. Stopping to ask why? Not a chance. You leave? They'll just plug in the next warm body. Losing talent faster than water leaking from a sieve? No big deal. Employees are just revenue machines, easily swapped out. - This "turnover factory" actually keeps various departments on their toes, though. They're kept busy scouting, interviewing, onboarding, and then showing people the exit. Setting up logins, emails, profiles-only to delete them just as quickly when the next batch files out. - Meanwhile, management seems blissfully oblivious to their terrible Glassdoor rating, either that or they write in to Glassdoor to remove really negative review, get the staffs to give fictitious “5 star” review. - The exit interview questions were good for a laugh. No real off-boarding process but what can I say from a company that has only 3 staff in HR? 6. Micromanagement at Olympic Levels - The COO has an unusual hobby: watching CCTV footage of employees. Yes, seriously. Instead of managing, she spends her time watching us on camera and haunting us on WhatsApp. It's micromanagement worthy of an Olympic Gold Medal. Ask for a clock-in adjustment, and she'll actually review the footage to verify if you were there, like house arrest with a boss that's worse. - She'll even send a WhatsApp with a CCTV screenshot asking, "What's this about?" as if she didn't request the footage herself. Who's the bad cop here? - Clock-ins, clock-outs, meeting times, Grab rides-everything is tracked. They claim it's to "monitor meeting times," but we all know it's to catch anyone abusing the attendance tracking function and Grab benefit. - And let's talk about the absurd level of surveillance. For a so-called HRMS provider, they're definitely testing the limits of their clock-in features. We're treated like factory workers with mandatory geofencing, so we can only clock in or out within 200m of the office even though our roles are remote-friendly. 7. Cross-Functional Collaboration? Never Heard of It - One of the biggest frustrations here is the total absence of cross-functional collaboration, The place is so laser-focused on KPis that creativity might as well be banned. - Because of this KPl obsession, any project that doesn't hit exact targets is tossed aside. Innovative ideas? Forget it. We're here to check boxes, not to actually do anything impactful. - This approach doesn't just limit what we can accomplish-it turns departments against each other. Instead of teamwork, we've got a competition to hit numbers. Collaboration? Who needs it when you've got endless Excel sheets? - If you're hoping to actually collaborate and brainstorm, this isn't your place. InfoTech is way too rigid for that. Hopefully, management will someday realize that teamwork might be a good thing. 8. The CEO's Wildly Out-of-Touch Vision - Let's take a moment to appreciate the CEO's "genius" business strategies. His latest stroke of brilliance? Suggesting that our sister company set up a booth at a pasar malam (that's right, a night market). This is his big idea for brand positioning! Spoiler alert: It absolutely won't. The man couldn't name a single emerging tech company if his life depended on it. When we explain basic industry trends, he will say that the funding is not worth it to execute. Maybe he should focus on his philanthropic efforts and enjoy his tax relief, which actually helps people, rather than staying in a position he clearly isn't cut out for. 9. Pointless Feedback Systems: A Farce to Tick Audit Boxes - Want to share your feedback? Good luck with that! It's told to me that the management treats us like family, but let's be real-that's a major red flag. If you come from a dysfunctional family where only mom and dad get to voice their opinions while you sponge off them, congratulations! You've found your perfect match here. There are no real channels or platforms, like town halls, to address your questions. Rumor has it there was a feedback session over a year ago, but you had to put your name on it. Naturally, everyone kept quiet because, well, retaliation. They probably held that session just to check an audit box, and surprise, surprise-nothing changed. Grievances? Swept under the rug. Issues? Ignored. But rest assured, your feedback will be filed away neatly, just in case someone decides to look at it-spoiler alert: they won’t! 10. Unreasonable “termination” of staff terminated them but ask them to “resign” so they will not get in trouble with MOM. I do not want to come to this but I understand that there has been a major layoff from the marketing team and this is after their sister company “JOBSLAH” won GOLD at some HR online vendor for “best recruitment portal” PLEASE if the portal is so good, why is there so much complains coming from the people that are using the portal? Most of the people that are applying are foreigners which companies have no quota for and when that is brought up to the management and developer team they all shrug it off as oh JobStreet has this issue to so it should not be a problem for us. FOR YOUR INFORMATION JOBSTREET have laid a better foundation than your “best job portal”.