Pros
Absolutely nothing worth mentioning if you're in the automation team. Good place for interns to learn and start their career if they join other teams
Cons
Shameless Nepotism & Abuse of Power: The so-called "automation lead" of the automation team brought a personally favored hire into the company, despite her being rejected by the actual interview panel because she couldn’t answer basic questions. The interviewer was pressured to reverse the decision to get her onboard. She now reports to him directly — an unbelievable conflict of interest, but no one questions it. Relationships Over Ethics: The lead maintained an inappropriate workplace relationship within the team, creating an unsafe, biased, and humiliating environment, and showed blatant favoritism to this individual, who is protected regardless of skills or contribution. To this day, she does not meaningfully contribute — instead spending time on non-work activities during office hours, with no accountability. Intern Conversion = Politics, Not Performance: While MoveInSync generally converts interns to full-time, in the automation team it appears that only those who align closely with the lead’s preferences get a chance. Performance is irrelevant. Even top-performing interns have been denied conversion if they don’t fit into the toxic hierarchy. Zero Technical Leadership: The lead lacks core automation expertise and struggles with basic problem-solving. Instead of owning up to shortcomings, blame is often shifted to juniors who actually try to contribute, especially those outside the favored group. An inner circle has been built that survives not on skill, but on manipulation and sycophancy. Toxic Politics, No Meritocracy: Some employees who are unable to contribute technically still survive because they know how to influence the automation lead and his inner circle. Performance and talent mean little here — only flattery matters. Discrimination & Bullying: There is open bullying, inappropriate language, and personal targeting — ignored by leadership. Speaking up often results in being silenced or threatened. Those who are introverted or unwilling to play along are mocked, isolated, and humiliated. WFH and Privileges Based on Favoritism: Some employees enjoy unlimited WFH, while others are denied even in personal emergencies. There’s no transparent policy — just selective treatment. Mental Health Nightmare: It’s a constant feeling of walking on eggshells. There’s no HR support, no escalation path, and no sense of fairness. Employees who focus on work, maintain ethics, and avoid office politics are often isolated, harassed, and denied opportunities. No Code Reviews, No Standards: There are no pull request reviews, no verification processes, and no accountability. Code goes live unchecked. Bugs and wrong implementations have repeatedly reached production without consequences — as long as those responsible are part of the inner circle. Work from those outside the group is sometimes deleted without valid reason. Zero Meritocracy: Promotions, visibility, and job security in the automation team seem determined solely by personal alignment with leadership rather than actual contribution. Individuals who have never written functional code but serve egos are celebrated, while actual contributors are sidelined. Hygiene & Food Quality = Disappointing: Office food quality is extremely poor. Multiple instances of insects in meals were reported, yet no proper action was taken. Employees who raised concerns were often dismissed or told to “deal with it.”