Vantage Circus - Anonymous employee Vantage Circle Employee Review

Surviving here often feels pointless, which is why many people prefer to resign and leave immediately. To retain talent, management usually offers the promise of bonuses or good hikes just before the review cycle—more like a lollipop than a commitment. However, year after year, these promised bonuses, hikes and perks quietly disappear. Around the same time, 20–30% of the actual working talent also vanishes. The remaining employees then start planning their exit for the next cycle. Management tries to downplay the fact that strong performers are leaving, while appearing oddly satisfied with retaining low performers—many of whom indirectly contribute to the resignation of good talent. Different Types of People You’ll Commonly See Here Category 1: The “Oversmart” People The workplace has no shortage of people who think they know everything and can do everyone else’s job. In reality, many of them struggle with their own responsibilities, so they end up interfering in others’ work. A classic “jack of all trades, master of none” situation. There’s also heavy dependence on AI tools—sometimes to the point where thinking is fully outsourced. Tools are useful, but if one needs AI to do everything, then the tool is smart and the user is dumb. But such oversmart dumbs think they can replace everyone. Category 2: The Superiority Complex Some people behave as if they own you. Skill-wise, they are weaker, but they compensate with authority, fake urgency, and blame shifting. What often gets forgotten is that corporate jobs are contractual—employees are paid for work, not for sitting endlessly or being available 24/7. Unless there’s a genuine issue caused by you, no one should be forced into after-hours work under pressure. Category 3: The Toxic Crowd A typical day for them includes multiple tea or coffee rounds, roaming around to see who’s doing what then informing hr/upper level, sitting through long and mostly useless meetings whose deliverables are actually prepared by someone else, and spending lunch breaks discussing where to eat or talking about others’ personal lives. Post-lunch activities often involve walks, games, binge-watching, or just killing time. Then suddenly, late in the day, everything becomes “urgent,” and others are pulled into last-minute work. Micromanagement, politics, and pointing out very old issues after multiple revisions are common traits here. Category 4: The Brainless Followers These are the people who blindly follow the oversmart, superior, and toxic ones. No questions asked, no independent thinking—just full agreement and loyalty. Category 5: The Silent Supporters (Losers) They see what’s going wrong. They know who’s actually causing problems and who’s trying to fix them. Yet, they still support the troublemakers and quietly badmouth anyone who challenges the system or speaks up. Category 6: The “Umbridge” Personality A combination of all the above. Power-driven, manipulative, and thriving on fear and politics. Such personalities believe they run everything and expect special treatment, often using job insecurity as a tool. This kind of leadership style creates more damage than value. One such popular personality sits on block a who demand baby doll treatment but actually deserves belt treatment. HR: Human Resources or Something Else? HR is largely seen as siding with management rather than employees. Instead of resolving issues, the focus often seems to be on protecting authority and fragile egos, leaving employees feeling unheard and unsupported. Upper Management Senior leadership appears disconnected from ground reality. Middle management voices are heard loud and clear, but real issues at the execution level rarely seem to travel upward. Final Thoughts There are good people and potential here, but internal politics, misplaced authority, and unhealthy work culture overshadow the positives. With better accountability, transparency, and respect for boundaries, the organization could be a much better place to work. At times, it feels like a circus—where everyone believes they are important and leading, while in reality the organization struggles with chaos and lack of direction.