Pros
4 Department: Talent (Manpower), Engineering&Robotics, Digital, Upstream Common job positions within Elsa include Project Executive/Engineer/Manager, Business Development (BD), Sales, Marketing, and Recruiter. Reviews from other job titles as listed above (Designer, Developer, Coordinator, Planner, Fancy Title, etc) here did not reflect the true employee experience at Elsa, so you should read with caution or disregard them entirely.] 1. The majority of staff are young (Millennials and Gen Z), creating a dynamic, energetic workplace that is enjoyable to be part of 2. Senior management is easy to approach, but decisions and actions rarely reflect the feedback provided 3. Easily pick up solid skills through hands-on experience. If you are lucky enough to land on a proper contract or project. Otherwise, your career growth will crawl slower than than management deciding to hold a town hall, company dinner or events, or external training session 4. Getting an experienced SV here is like winning the office lottery. Rare, exciting, and mostly luck. The seasoned ones usually come from other companies. If your SV started their first job at Elsa (or in Elsa more than 5 years) or came from one of the big-name well services powerhouses, well buckle up and may the odds be ever in your favour
Cons
1. Work culture: Manipulative and unhealthy at times, a reflection of management’s lack of experience and ineffective leadership practices 2. Workload: High workload with no backup when taking AL, EL. Vacation often comes with a side order of work 3. Salaries: For experienced hires are low compared to other local companies, while pay for fresh graduates is on par with market rates 4. Pay structure: Lacks transparency. Adjustments often appear uneven, with noticeable preference given to certain demographic groups rather than performance or those performing ‘verbal gymnastics’ on daily basis. For example, 2 employees with the same position, KPIs, and work scope could have a huge salary gap, one earning RM6k, the other RM12k. Numbers don’t lie. This has driven an exceptionally high turnover rate 5. Bonus structure: Lacks transparency. Sales / BD teams tend to receive significantly higher bonuses for example up to 7 months of salary, while project execution teams often receive considerably less (sometimes only 1 month or less), despite their critical role in delivering results. Not sure what they are cooking in the boardroom, but it smells like a recipe only a few people get to taste. Final scores are decided by VPs who have had little direct interaction with the employee, which can result in evaluations that don’t fully reflect actual contributions. Hence, this tends to reward those skilled at self‑promotion over those delivering consistent results, related to Point 6 6. Favoritism and overpromising run deep. ‘You get recognized when you perform’ and ‘salary can match or exceed those in oil and gas majors with same exp’ sounds nice on paper, but in reality, recognition often goes to those who perform ‘verbal gymnastics’ for management rather than deliver results. Related to Point 4 and 5 Qualifications? Nice to have. The real currency here is saying the right things and bringing in results or sales. Even with a degree in farming, you will do just fine. 7. Unclear career progression and no personal growth/ development. The company clings to outdated structures borrowed from other service companies as if it were gospel despite most staff or 90% openly disliking it