Would never recommend - Anonymous employee Fractal Employee Review

1.0
Apr 20, 2016
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

There is no good point that comes to my mind

Cons

Lots of internal politics. Lots of favoritism and partiality exists. Internal Job posting is just the namesake process; at the end selection is done on personal relation basis. People use resignation as a tool to get promoted / to get onsite / to get salary hike. Middle management and even some of the leadership team is a waste; they do not know what is going on in the team and projects. Some of them do not even know the client/sponsor names and yet they call themselves client partner. Promotions are totally dependent on your relationship with your manager instead of your performance. No matter how much you work, how much your clients appreciate you, how much your team appreciate you, the promotion will always go to someone who is good at buttering or who tactically puts the papers.

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5.0
May 21, 2026
Recommend
CEO approval
Business outlook

Pros

Good place to work Friendly lead

Cons

Swtiching project will be hectic

3.0
Apr 25, 2026
Recommend
CEO approval
Business outlook

Pros

The company's client centricity is exceptional, with a deeply embedded focus on delivering value, reflected in a strong and loyal client base built on high levels of trust and credibility. There is a significant commitment to AI research and forward looking capabilities, alongside a clear investment in building a people first culture over time. The company is well regarded in the market with a strong foundation for continued growth

Cons

TMT suffers from ineffective leadership at the helm with little visible effort to grow capabilities or drive meaningful outcomes. Exec contribution to growth is largely absent, making the net impact negative. Cultural values are not consistently reflected in day to day execution. It has a pattern of positioning other teams negatively including Growth, Tech, AI, and PA rather than partnering, which creates real friction with them resulting in loss of opportunities. There is genuine talent within the team being held back by leadership that prioritizes internal politics over building real capability, resulting in shallow vertical capabilities. The gap between what the company expects and what leadership enables the team to deliver is significant and consistently unaddressed

4
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