Pros
Salary on time (not sure if it's a pro because this is the least that an employer can do), first name policy, most people who work in non-managerial positions are really good.
Cons
WORK CULTURE - The company's attrition rates speak of its poor work culture. It is understandable that they emphasize on "client first", but the fact that they conveniently ignore most of their people's needs while serving clients isn't okay at all. When people issues are brought up, people's narratives are drowned by the management's emphasis on "business needs." There is a LOT of dissatisfaction among the people working there. People leave the company all the time. (Read other Glassdoor reviews) EXTENDED WORKING HOURS - This is a common cause of employee dissatisfaction. On certain projects, the work hours are too long for months, and there is no effective solution to this. Many people find it hard to balance work and personal life because getting even 8 hours of sleep becomes difficult at times. It can literally take a toll on a person's mental and physical health. UNREALISTIC EXPECTATIONS - The company may require you to work really long hours and do an exceptionally big amount of work under micromanaged circumstances. But they won't take these as reasons for shaky work quality. They are resistant to the argument that an exceptionally high amount of work for months at a stretch naturally results in lower quality. People are given robust feedback regardless. MICROMANAGEMENT - Employee independence is little, and it just keeps getting worse. The management doesn't trust the people and wants to micromanage everything. For instance, the amount of time that one must take to finish eating breakfast and lunch is decided by the management. Employees are in fact told to not eat or take a small break beyond the allowed times. (It is almost as if the management controls when people should feel hungry.) Employees may also be reprimanded for going to the cafeteria or out of the doors of the office outside the times permitted without informing the management. RESISTANT TO FEEDBACK - The management doesn't really listen to its people, rather only chooses what they want to listen to. If people raise ten grievances, zero or one is addressed, that too, after a long wait. The narratives of managers who don't want to micromanage and speak for the people/want to be 100% honest with their teams are often erased. Often, bare minimum respect for people is missing. For instance, when people suggest that the cafeteria shouldn't be running out of food during the breaks, they are given the defense that the company isn't here to feed people. They say that they cannot risk food wastage, as if it is normal to cause inconvenience to people working for them. (They can just donate the extra food and do some good work. There are a lot of takers in this country.) They love giving feedback but are resistant to receiving it.