What is the hiring process like at Turing?

Payment is done right. Pays exactly what you asked during interview phase. Turing, for now, is not spying on us nor taking screenshots. Which is a great point. Their HR people are super helpful. They help me with all documentation necessary, issues throughout the hiring process and questions about the timesheet.

You will have to adapt to what the Turing's client expect from you. So any holidays, PTO, etc are susceptible to client's approval. You may have a awesome client management as you may have a awful one. And I don't think there are growth opportunities inside Turing, as is on any other outsourcing company.

Slightly easy hiring process compare to other On time salary

They take more than 60% cut from my salary No security in case of project ends No increments even if you work like crazy Not all clients are similar

Easy recruitment process and onboarding for contract workers.

They might whatsapp message on your personal number before onvoarding.

Customer service is not very reliable. It takes a long time to get a response via email

Matching can take up to 5 business days with the hiring process taking weeks to complete

The interview process was smooth

Vague guidelines, no guidance, no structure of work

Provides access to initial opportunities and global projects

Projects can end suddenly with limited continuity or bench support. Assurances regarding reassignment were not honoured in most instances, while new hiring appeared to continue. Reapplication processes require significant unpaid time investment, yet outcomes are not communicated with feedback. Overall transparency, structured communication, and professional handling of existing contractors fall short of what experienced professionals reasonably expect.

Salary is always on time

In the cutthroat realm of startups, where aspirations clash with brutal realities, this exposé unmasks the harrowing truths behind a purportedly innovative AI-driven startup. Brace yourselves for a journey through the wreckage of broken promises, chaotic layoffs, and a management catastrophe. Unveiling Layoffs Picture this - a corporate guillotine slicing through the workforce, indiscriminately axing 50% in a merciless sweep. Email notifications of contract termination, devoid of empathy, portray an organization callously discarding its human capital. This wasn't a one-off nightmare but a recurring plague, with a staggering six rounds of layoffs in a mere two years. The rationale? A vague "restructuring," leaving employees bewildered, disgruntled, and ultimately dispensable. Deceptive Promises and Role Discrepancies The utopian vision promised during recruitment morphed into a dystopian reality of menial tasks, with (Creating HTML Templates, Email Campaign, Enoch Replies, Stealing Data from Linkedin) as the crown jewel. The stark contrast between envisioned roles and the soul-crushing reality became a breeding ground for discontent. The disparity between what was pledged and what transpired represents not just a breach of contract but a betrayal of professional aspirations. These Tasks in an AI-driven startup is like serving gruel in a Michelin-starred restaurant - absurd and disappointing. Management Meltdown At the core of this corporate calamity lies a managerial charade, a puppet show of incompetence. Six rounds of layoffs without a clear strategy, micromanagement galore, and a communication breakdown exemplify a management meltdown. Senior management's affinity for micromanagement paints a portrait of leaders lacking strategic vision. The use of Hindi as the exclusive communication medium hints at a clandestine favoritism that reeks of unprofessionalism. CEO's Reassurances vs. Reality The CEO, a puppet master of false reassurances, orchestrated a symphony of deceit. Promising an end to layoffs while orchestrating three more rounds defies not just trust but basic human decency. Zoom webinars served as the cold, heartless stage for pink slips. The CEO's repetitive layoff speeches, akin to a broken record, exemplify a complete disconnect from the human toll these decisions take. Hiring 'pros' from tech giants, apparently, only fattens paychecks without contributing to the company's soul. Cultural and Coordination Woes The company's culture, aptly described as 'really bad,' echoes through the disarray of random layoffs, haphazard hiring, and a lack of coherence. A cesspool of confusion and incompetence. Random layoffs, coupled with an absence of coherent communication, cultivate an atmosphere of corporate insanity. The lack of a task assignment system leads to anarchy, with some drowning in workload while others enjoy a laissez-faire existence. Marketing Team Dynamics Within the supposedly structured Marketing team lies a farcical hierarchy, where titles are divorced from actual responsibilities. The HR team's penchant for MBA degrees over practical knowledge adds another layer to this comedy of errors. Marketing Analysts (do not even know how to use a single CRM), expected to generate business, and find relevant leads for business generation, find themselves outshone by Data Specialists doing the heavy lifting (Each and Every Task). The HR team's blind pursuit of degrees in hiring, coupled with favoritism in promotions, paints a dismal picture of incompetence. Conclusion This unraveling saga exposes the underbelly of an AI-driven startup, where promises are shattered, layoffs are an accepted norm, and management is a ship rudderless in a storm. The cautionary tale reverberates: in the pursuit of innovation, do not neglect the fundamentals of transparency, employee welfare, and competent leadership.

Work from home Payment is usually on time Good for 2-3h gig work

They will lie constantly during the interview process, claiming that while the opportunity is for freelancers (due to bureaucratic constraints) this is a 40h/week position. They'll claim there's room for growth and improvement, and a transfer to an employee position later down the line. In truth, it doesn't matter how often you get promoted - your salary will remain the same for at least 3 years. They consistently block internal transfers to their employee team, always hiring from outside the company instead. They'll hire 200+ people per new project, making they leave their old positions so they can actually work 40h, and then turn around and bench all of them within a month. What's bench? A deceptive way to avoid paying severance. They'll just have you without any projects (and, therefore, make 0 money, since you're paid hourly) for months at a time, and then call you back when it's convenient, only to go around and doing it again, and again, and again. Until you quit. Turing is a good place for a 2-3h/day gig - but never accept a 40h position from them, they will absolutely not honor it in any way, and you'll be looking for another job within a maximum of 3 months. Everything is always extremely unstable, and it's done on purpose. They're fully aware that every project will not last longer than 6 months, but that's how the company works: They need to deliver fast, so they'll tell you whatever you want to hear during the interview process so they can have that workforce. Once the project ends? They claim no responsibility. So what if you won't be able to work for months until a new project comes along? It's certainly not *their* problem how you pay your bills. By all means, work for them part time, or as a way to supplement your income - they're very good for that. But never take a fulltime position from them in the "Individual Contractor" modality unless you're very desperate. I don't think they're breaking any laws here - but having been on this cycle a few times now? They're ethically and morally bankrupt.

WFH options Quick interview process

Good chance to get lowballed if you don't negotiate

- Fast hiring process and quick onboarding. - Clear performance expectations and result-oriented work structure. - Opportunity to gain hands-on experience in a fast-paced environment. - Work with real clients and quick POCs

- Limited company culture or team bonding; the role feels more like a full-time contract position. - Few opportunities for internal growth or structured career progression. - Decision-making is largely top-management driven, with greater exposure provided primarily to senior employees. - Recognition and rewards are mostly concentrated at leadership levels rather than distributed across teams. - Limited transparency and communication from leadership. - Job stability can feel uncertain due to a highly performance-focused approach.