Stay away if you can - Anonymous employee Mavericks Consulting Employee Review

Our company policies are aligned with MOM’s employment laws and guidelines. For all termination of developers, it is our common practice to seek feedback from at least 3 other developers before confirmation of poor performance. And individual’s performance / improvements are observed over a period of months before a termination decision is made. In general we do not practice micromanagement. Our teams are built on a foundation of trust and autonomy, and we expect developers to self-manage within their squads. However, If anyone appears to be “micromanaged”, it will be a case of an underperforming team member unable to meet basic expectations. More direct support and closer supervision is needed to help track of progress and ensure improvement. Story points is just one measurement of deliverables. If one is not performing and unable to deliver consistently over multiple sprints, story points or any other measurement methods will lead to the same conclusion. Every Mavericks is expected to deliver business values, no exceptions. We expect all team members to contribute meaningfully to our shared goals. When performance concerns arise and persist despite support, we will need to take appropriate actions, including termination. As to zero flexible work arrangements, we have provided options for Mavericks to work from home when needed and we have provided some Mavericks with legit personal reasons to work from home for weeks / months. Expectations for working from office is reiterated in our CEO’s interview with all new hires. And he would have advised you not to accept the offer if WFH is important to you. We do have a bond for all new hires with a bond completion bonus. This is a requirement raised by Mavericks and established after a vote in the company a few years back. We do not want job hoppers and are only interested in people keen to develop themselves to be better IT professional. Again, this was highlight by our CEO in your interview with you. These terms are shared transparently during interviews, and we encouraged all candidates to evaluate them carefully before accepting our offers. For junior roles, the company is investing 6 to 9 months on training to get the individuals up to speed as a Maverick. Even for some seniors, they may take 2-4 months to close the skill gaps identified during hiring. These are staff development investments the company made for all new hires. It is only fair for all new hires to be equally committed to give back to the company during the bond period. We thank you for your time to leave feedback here and we wish you the best.