Simply the perfect company you want to retire with!! - Senior Manager Fractal Employee Review

5.0
2 May 2016
Recommend
CEO approval
Business outlook

Pros

1. CEO is really cool and cares for every employee regardless at any level. 2. Workplace environment is really good. 3. The growth rate of an employee is phenomenal. 4. People principles. 4. Once a Fractalite, Always a Fractalite.

Cons

1. I wish every person in the upper management should also have similar vision as our CEO and they promote / encourage/ appreciate the team members working at lower level. 2. At the end of every year, Goals achievement is calculated. In some cases, the manager simply puts 101%, 80%, 90%, 110%. The yearly bonus (variable pay) and increments depend on this. I think this percentage is purely determined basis the rapport the employee shares with the manager. This system is unfair to many employees. This system should me more logical and politics free.

Explore other reviews about Fractal

5.0
21 May 2026
Recommend
CEO approval
Business outlook

Pros

Good place to work Friendly lead

Cons

Swtiching project will be hectic

3.0
25 Apr 2026
Recommend
CEO approval
Business outlook

Pros

The company's client centricity is exceptional, with a deeply embedded focus on delivering value, reflected in a strong and loyal client base built on high levels of trust and credibility. There is a significant commitment to AI research and forward looking capabilities, alongside a clear investment in building a people first culture over time. The company is well regarded in the market with a strong foundation for continued growth

Cons

TMT suffers from ineffective leadership at the helm with little visible effort to grow capabilities or drive meaningful outcomes. Exec contribution to growth is largely absent, making the net impact negative. Cultural values are not consistently reflected in day to day execution. It has a pattern of positioning other teams negatively including Growth, Tech, AI, and PA rather than partnering, which creates real friction with them resulting in loss of opportunities. There is genuine talent within the team being held back by leadership that prioritizes internal politics over building real capability, resulting in shallow vertical capabilities. The gap between what the company expects and what leadership enables the team to deliver is significant and consistently unaddressed

4
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