Pros
1. Big company, heavy workload, domain knowledge is key. 2. Basic knowledge is sufficient if you’re adept at playing management politics. In a direct word, do management Bajana. 3. Recognition within the organization often appears to be driven more by internal politics than by genuine performance. Awards are frequently granted to individuals who convey team narratives to management. In some cases, management may even approach employees directly, encouraging them to act as informants within their own teams. So you need to work hard. 4.Promotions in the company often depend on personal references within management rather than capability. For example, I witnessed a case where an individual struggled to perform even as a Project Manager, yet within three months was elevated to a Director role. This raises serious concerns about how someone incapable of handling a managerial position could be considered fit for a director-level responsibility
Cons
1. The management culture is extremely poor. Most leadership positions are not earned through merit or proven capability, but rather handed out through personal references — former colleagues, relatives, or friends of existing leaders. This creates a closed circle where opportunities are limited to insiders. When employees try to raise genuine concerns or complaints against senior management, the process is ineffective because HR is often closely connected to those same leaders even before joining the company. As a result, accountability is absent, favoritism dominates, and employees who work hard and expect fairness are left unheard and demoralized. 2. There are fewer developers compared to management. For every three developers, there is one manager. For every three managers, there are multiple directors. In short, developers are few, but directors are many.