Content writer interview - Content Writer Dista Technology Employee Review

Some team members are supportive.

My two years at Dista Technology represent a textbook case of corporate misrepresentation — from the role offered at hiring to the conduct displayed during exit. I am documenting this in detail so that prospective candidates, particularly freshers, can make a genuinely informed decision. Role Misrepresentation: Recruited as a Business Analyst. Deployed in customer support and configuration work from day one — no connection to the BA function whatsoever. Designation remained Business Analyst on paper throughout. The actual work never did. Working hours sometimes extended to 6 AM and through weekends without additional compensation. This was standard expectation, not exception. Selective Policy Enforcement: This is perhaps the most revealing aspect of Dista's leadership culture. When Dista faced financial difficulties and could no longer provide BA work — the role they had hired me for — the HR Leadership verbally offered to release me with 1 month's notice. No contractual clause was cited. No policy was referenced. It was administratively convenient at that moment. When I subsequently resigned citing a family medical emergency, supported by medical documentation submitted to HR, the same management suddenly invoked every clause of the employment contract. The 3 month notice period became non-negotiable overnight. Policies that were quietly set aside when it suited the company became rigidly enforced the moment they suited the employee. This is not policy enforcement — it is selective application of policy as a management tool designed to serve the organisation's interests at the expense of the employee's. Conduct During the Resignation Process: My resignation was not formally acknowledged for over 20 days, despite multiple written requests. When management did respond, they cited incoming projects and responsibilities I had allegedly agreed to assume — none of which had been communicated prior to my resignation. These claims emerged exclusively as obstruction tactics after notice was given. More significantly, the senior HR leadership formally stated in a written email that performance warnings had been issued to me during my notice period. No such warnings were ever given - verbally or in writing. I completed all responsibilities and full knowledge transfer and returned all company assets with formal acknowledgement. The written misrepresentation of my performance record was a deliberate attempt to frame me as uncooperative and undermine my professional standing. Personal Misconduct by Senior Leadership: In a formal meeting, the senior HR leadership openly accused me of fabricating my father's medical condition to leave and join a competitor — without evidence, directed at an employee navigating a serious personal crisis. In a separate incident, the CPO (Co Founder) offered personal support regarding my father's situation in a 1-1 conversation. The following day, the same individual issued a formal threat to classify my exit as absconding, when requested for early release. The offer of support was not made in good faith. Post-Exit Process: Despite serving notice, completing KT , returning all assets, and maintaining written communication throughout, my exit was classified as absconding — a classification that does not appear in any official document issued by Dista, because it cannot be formally sustained given the documented resignation and completed handover. FNF took 3 months — well beyond legal requirements. When completed, earned leaves were encashed and zero notice period recovery was deducted — directly contradicting the absconding classification applied to my exit. A Relieving Letter was formally refused in writing 4 months after my last working day, with the absconding classification cited as justification — despite the contradictory FNF outcome. An Experience Certificate was issued but contains an adverse remark regarding the notice period. What This Reveals About Dista’s Culture: The pattern across my entire experience at Dista is consistent. Freshers are hired at low salaries for roles that don't match what they actually do. Working hours are extracted well beyond contracted limits without compensation. Policy is applied selectively — relaxed when convenient for the company, enforced aggressively when convenient against the employee. When an employee faces a genuine personal crisis, senior leadership responds with public accusations and personal comments, performative offers of support, written misrepresentations of performance, and a protracted exit process designed to intimidate rather than resolve. For Prospective Candidates: The role presented during the interview process is not necessarily the role you will perform. Contracted working hours are treated as a floor, not a ceiling, with no corresponding compensation. Verbal commitments from management carry no institutional weight. Understand that flexibility and support offered verbally by this company does not translate into actual behaviour when you need it most. If you are a fresher evaluating this organisation, read your employment contract carefully before signing. The company presented during recruitment and the company experienced during employment are not the same.

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