Zero gravity Communications is a very great place to start your career with. - Business Development Executive Zero Gravity Communications Employee Review

Please Read The Cons List

If you are mentally sane, do not join this company, no matter how much money they offer. Let me start with one of my favorite examples of how employees are valued here. Every day during lunch hours, the AC gets switched off. When the clock strikes 7 PM, the AC often gets switched off again regardless of whether half the office is still sitting there working. The company has somehow mastered the art of expecting people to work until 9 PM or 10 PM while simultaneously making sure they’re doing it in a warm office. Sometimes the office boy is assigned the task. Sometimes even the founder personally ensures not a single unit of electricity is wasted. This pretty much sums up the company’s philosophy: maximum output, minimum comfort. Before joining, please understand that your life outside work will become secondary. The company officially operates from 10 AM to 7 PM. In reality, 7 PM is merely a checkpoint. Staying until 8 PM, 9 PM, or later is completely normal and often expected. Arrive a few minutes late, however, and suddenly punctuality becomes one of the most important values in the organization. Half-day deductions, warnings, and lectures about professionalism can arrive much faster than appreciation for staying back hours beyond your official shift. The company has somehow created a culture where giving away your evenings is normal, but being a few minutes late in the morning is treated like a serious offense. The overtime compensation system deserves special recognition. Work until 8:30 PM and you may be rewarded with permission to arrive 30 minutes late the next day after filling forms and collecting approvals. Work until 10:58 PM? Same reward. Work until 11 PM? Congratulations, you’ve unlocked a half-day compensatory leave. The math behind this system remains one of the great unsolved mysteries of modern business. Most employees eventually stop caring about compensatory benefits because the process to claim them often feels more exhausting than the work itself. The most frustrating part is the contrast. Employees are expected to strictly follow attendance policies and sacrifice personal time regularly, while the founders often arrive significantly later and leave earlier than many of the people working for them. HODs and managers work extremely hard and frequently stay just as late as their teams. The issue isn’t them. The issue is a culture where expectations seem very different depending on where you sit in the hierarchy. Work allocation and planning are permanently stuck in backlog mode. Teams are constantly finishing yesterday’s work while today’s work keeps piling up. Employees are overloaded, exhausted, and burned out. Instead of fixing the root causes, the company introduces another process, another tracker, another SOP, another approval flow, and another policy. Ironically, most of these processes are introduced in the name of improving efficiency while somehow making everything slower. Client presentations are another adventure entirely. Teams spend days preparing strategies and decks only for major changes to arrive moments before client meetings. There is nothing quite like receiving an entirely revised presentation minutes before a call and being expected to present it confidently as if you’ve spent days working on it. The company absolutely loves AI tools. In fact, if AI subscriptions were employees, they would probably be among the most valued members of the organization. At times it feels like prompts are trusted more than the actual people doing the work. If AI tools disappeared tomorrow, I genuinely wonder how many hours it would take before complete panic set in. Personal commitments don’t seem to carry much weight either. Employees who have already made plans, including people who were initially told they would not need to attend certain company events and later informed otherwise, are often left with two choices: cancel their plans or deal with salary deductions. The company calendar almost always wins over your personal calendar. Salary deductions are discussed far more often than they should be in any healthy workplace. Group warnings about deductions if work isn’t completed are not uncommon. At times it genuinely feels like the organization is constantly searching for new ways to deduct salaries, whether you’re a fresher, a senior employee, support staff, or anyone in between. Communication from the top is surprisingly limited. Many employees join, spend months or years at the company, and leave without ever having a meaningful conversation with the founders. Unless you’re part of senior management or involved in a major escalation, you’re unlikely to receive much attention. Feedback rarely feels welcome. Employees are expected to listen, adapt, and execute. Challenging decisions or questioning policies often feels less like constructive discussion and more like taking a career risk. The office atmosphere says more than any review ever could. Walk through the office in the morning and look around. Most people don’t look excited. Most don’t look motivated. Most look like they’re mentally preparing themselves to survive another day. The company has a retention problem, and it isn’t difficult to understand why. When employees consistently feel overworked, unheard, undervalued, and exhausted, eventually they leave. New people join, the cycle repeats, and nothing really changes. The biggest lesson this company taught me is that compensation means very little when your time, energy, peace of mind, and personal life are constantly being traded away in return. Would not recommend. There are not pros so dont expect any.

Your portfolio will be superb Digital team is like a second home for you Pantry in the company to eat sandwich etc Timely salary Work satisfaction

extra hours ( though you'll love it) - increment is very low - full time opportunity depends on your performance