HCLTech reviews

• Preferential treatment towards offshore/India-based and/or Indian nationals • Locals / US Nationals continually unsupported or flat-out denied opportunities to transfer to new projects, or consideration for growth/promotional opportunities • Personal relationships prioritized over competency when growth/promotional opportunities arise • Compensation not aligned with role/responsibilities, approximately 30% or more below market • Inadequate benefits (ie. no sick pay, vacation hours are accrued for salary positions, and STILL lacking) • Collaboration between onshore (US) and offshore inadequate and ineffective, leading to duplication of efforts, inconsistency, no level-set, disregard for role/responsibilities and chain of command • No accountability of offshore employees (multiple reminders to complete a task is the norm, and you must keep current tally at all times for escalation to management) • Management consistently unresponsive to escalations (see above) • Continual lack of adherence to client agreed-upon policy/procedures by offshore staff, leading to continual compliance challenges, compromise in service to client and end-users, erode trust and respect that otherwise should exist in relationship with client

Many -non competitive pay - If you have no choice, go there. If you have a choice, stay away.. far away. -many promises - very few deliveries (I can say I watched them promise the world to my employees and then fail them time and time again only to follow up with more empty promises often times to get someone to do more work than they should or were hired for and then not compensate them. HR - their HR department exists for one reason, and that is to keep them out of court; otherwise, you'll be lucky to get a response. Games - I had one employee give two weeks notice then after she was gone they deposited her pay, then pulled it back. She called my crying over it and I had no way to help. This is one of many instances. -No integrity - from what I saw, they will lie and lie to the client and move numbers around to dodge SLA's and work the numbers. Example (They intentionally omitted a team in the daily SLA report that was terrible so that the averages would be in the green and the client wouldn't dig deep enough to question. I gave them a year and then left as quickly as I could. It seemed like a good opportunity regardless of what i'd hears; however, it's worse. They don't take care of their people at all and that's not a company I would set foot in. If I can't take care of the people I'm leading, then I can't be successful and neither can they.