Toxic HR - Management Trainee Officer (MTO) Intellier Employee Review

1. Friendly, supportive, and cooperative colleagues. 2. Technically capable teammates who are easy to work with.

1. Below-market salaries, minimal increments, and frequent salary delays. 2. Engineers are expected to do more while receiving fewer benefits. 3. Limited opportunities to work on modern or technically challenging projects, restricting career growth. 4. Management rarely considers employee feedback before making decisions. 5. The COO lacks sufficient technical, business, or management knowledge. His excessive micromanagement reduces productivity and employee autonomy. 6. The QA team frequently fails to catch issues before release, allowing defects to reach customers while developers take the blame. 7. The IT department often creates unnecessary obstacles. Blocking GitHub access through their network was one example. 8. Strict attendance policies lead to leave or salary deductions for late arrivals or working less than nine hours. 9. Management promotes a factory-style work culture instead of a modern software engineering culture.

One of the best parts of working here is the amazing colleagues I get to collaborate with every day. There's a strong sense of camaraderie and teamwork, making even the most challenging projects enjoyable. Challenges resolving tendency is appreciable Intellier promotes a culture of innovation, collaboration, and continuous improvement. From the first day, HR ensures a smooth integration into the company, providing continuous support throughout the journey. And compared to previous HR lead the new team is genuinely supportive and they are trying to upkeep the culture. Last few months salary is coming before 10th day of a month New Smoking Zone is really amazing initiative thanks to top management

The company often seems to operate without a long-term strategic direction, leading to confusion and inconsistent priorities across teams. Employees are often expected to be available outside working hours, with little respect for personal time or boundaries. Top management has increasingly leaned toward micromanagement, creating an environment of distrust and reducing employees' autonomy. As the brother of the company owner, the COO appears more focused on maintaining personal control rather than genuinely driving company growth or success. Business goals often take a backseat to personal preferences. Leadership tends to blur the line between professional responsibilities and personal life, making employees feel constantly monitored even outside work hours. The COO appears to maintain a "Good Book / Bad Book" mindset, categorizing employees too rigidly based on personal biases rather than objective performance. The controlling management style discourages creativity, risk-taking, and independent thinking, which were once part of the company's strengths. There is a growing gap between upper management and frontline employees, fueled by inconsistent communication and favoritism. An excessive amount of time is spent in meetings, leaving little room for employees to focus on actual work, deep thinking, or project execution severely impacting overall productivity. If the COO dislikes an employee for any reason, they reportedly make that person’s work life extremely difficult, creating a hostile environment and brutally demotivating them.