Confusing place to work - Anonymous employee Fractal Employee Review

2.0
28 Sept 2014
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

CEO is willing to do everything he can to make this company a grest place to work

Cons

They have hired delivery leads with limited understanding of consumer analytics and no people management skills. Such people never really had any point of view and were interested more in gossips/cricket than helping team and clients generate high quality output.  Promotion process is flawed to its core. People were promoted to associate directors in an extremely short period of time, only adding to the widespread suspicion that promotions are based on how hard you laugh at your manager's joke rather than objective performance achievements.  Srikanth wants to do the right thing but I don't believe he has the right set of middle /senior management backing him up

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5.0
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CEO approval
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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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