Pros
• This is a Sweatshop • You gain lots of experience • Wear multiple hats and gain a wide range of experience
Cons
I am writing to share my experience as a former employee of Wipro, in the hope that it may assist others in making informed decisions and encourage appropriate oversight of the company's practices. As a U.S. citizen, I believe I was treated unfairly during my tenure at Wipro. I observed a clear pattern of preferential treatment toward H-1B visa holders and employees of Indian origin. This bias appeared to influence project assignments, internal opportunities, and overall employee treatment. When my project ended, I was not offered any follow-up interviews or reassignment opportunities, despite the company’s stated bench policy. In contrast, my colleagues from India were promptly placed on new projects and allowed to continue their employment. I was ultimately terminated without being given a fair opportunity for redeployment. In addition to these issues, Wipro's employment verification process is unnecessarily burdensome. They refuse to issue verification letters directly and require future employers to contact a generic verification email address. This process is inefficient, delays onboarding, and puts candidates at a disadvantage, especially when time is of the essence. In my view, these practices reflect a broader systemic issue within the company where U.S. citizens may be deprioritized. I strongly believe that Wipro’s hiring and employee management policies should be reviewed for compliance with U.S. employment and anti-discrimination laws. Based on my experience, I would advise U.S. citizens to exercise caution when considering employment with Wipro until these concerns are transparently addressed and corrected. • I think the U.S. citizens reported being treated unfairly compared to H-1B visa holders and employees of Indian origin. • I have observed bias in project assignments, internal opportunities, and overall employee treatment favoring Indian-origin employees. • Wipro does not issue verification letters directly; instead, future employers must use a generic email address. • This process is inefficient, slows down onboarding, and disadvantages candidates when time is critical.