Remote working is possible. - Manager - Projects Systech International (NJ) Employee Review

* Some colleagues are supportive and collaborative * You might get lucky with a decent team, depending on your project

Where do I begin? The HR department is one of the weakest links in this company. They are not accountable for anything critical, and when employees raise legitimate concerns — be it about salaries, appraisals, or tax deductions — there’s either no response or a vague excuse. Reaching out to higher management isn’t helpful either; we’re often told not to contact US leadership unless we first speak to the local admins, who themselves have no clue. There have been instances where TDS (Tax Deducted at Source) is incorrectly deducted, and when questioned, the HR folks don’t even understand what TDS means or how those amounts were calculated. In the 2024–2025 financial year, they deducted excess taxes from most employees and later claimed it was done “as a precaution” because the CPA advised them to. Really? A company dealing with millions in revenue should have a better grasp of its payroll system. If there's any discrepancy in your payslip or salary, be prepared to chase them down with repeated emails and calls. Even though they stay online as late as 11 PM IST, they won’t acknowledge your issue — let alone resolve it. To make matters worse, the communication from HR has gotten ruder lately. A new person has joined the team and speaks to employees as if she's running the company herself — no courtesy, no respect. There’s also zero consistency in internal processes. For example, they keep changing how employees are supposed to submit their timesheets — sometimes through a portal, other times via email, or whatever new method they decide for the week. If you don’t comply with their last-minute instructions, they threaten to withhold or deduct your salary. Salary structure? Completely opaque. People in the same role, with the same experience, are paid vastly different amounts — and there’s no explanation. Appraisals are either delayed or skipped entirely. Even if they happen, the hikes are negligible. High performers are overlooked, while underperformers with internal contacts seem to climb the ladder. Recognition is rare and promotions feel more like a game of internal politics than performance-based decisions. Senior management doesn't value feedback and often behaves in a dismissive, unprofessional way. There’s no effort to build a healthy workplace culture — just a lot of frustration, unanswered emails, and broken promises.