Pros
I had the opportunity to work directly with the CPO. I was trusted to drive initiatives and own key features, which allowed me to learn and grow significantly in product management. I learnt many aspects of B2B SaaS by working with him.
Cons
No Health Insurance. Also, One of the worst HR experiences I have ever had was after I exited the company. The HR would always make promises over phone calls and WhatsApp but would never communicate the same over email. He seemed to play a very safe game throughout the entire process. It took almost three months for me to receive my Full and Final (FnF) settlement and complete all exit formalities. During this period, I had to send reminder emails almost every week, yet I never received a single response from him. At the time of my resignation, he verbally assured me that I would receive my relieving letter on my last working day and that the FnF process would be completed within 45 days. However, neither of these commitments was honored. Despite multiple follow-ups over email, nothing moved forward. When I called him and requested that the formalities be completed as soon as possible, he spoke very rudely and addressed me using informal terms like "tu" and "tum," showing little professional courtesy or respect. I recorded every conversation I had with him over the phone. After weeks of unanswered emails, I directly asked why none of my emails were being acknowledged. His response was, "Kyu, main apni image kharab karni hai kya sabke saamne?" (Why, should I ruin my image in front of everyone?), delivered in a rude and dismissive tone. That response reinforced my belief that important discussions were being intentionally kept off email rather than being handled transparently and professionally. Here is how the entire process actually unfolded. On the day of resignation, he verbally informed me about the expected FnF amount and the timelines for receiving the necessary documents. Even after waiting the promised 45 days—which is a reasonable timeframe for completing exit formalities—nothing happened despite my weekly reminders. When I called him after the 45-day period, he claimed that the accounts team was busy and assured me that the documents and FnF would be processed by the end of the week. Nothing happened. I called again for an update, and each time he spoke as if he was making every possible effort to get things processed, but there was no actual progress. Eventually, when I reached my saturation point, he called me and explained the FnF breakdown verbally over the phone. In my opinion, this was one of the most unprofessional ways to communicate an FnF settlement. In most companies, employees receive a written breakdown over email, allowing them to review the details and clarify any questions formally. That never happened here. At that stage, I was so desperate to get the process completed that I let it go. After explaining the FnF amount, he asked me to send him an email confirming my acceptance of the settlement. By then, I was already frustrated with the entire experience, but I still complied. What happened next was even more surprising. He sent me a poorly written template over WhatsApp and instructed me to copy and send the exact same content to his official email address. The entire process felt absurd. I received the template on WhatsApp but was expected to send it back through email. The template contained clauses related to Non-Solicitation, Non-Compete (restricting me from working for competitors or similar companies for three years), Non-Disparagement, and Confidentiality commitments. I would have had no issue reviewing and accepting these clauses if they had been provided through a proper legal document or official email communication. Receiving such terms over WhatsApp was highly unprofessional and unacceptable. Only after I sent that template via email did the FnF process finally begin. Within a week, I received the settlement amount. This made it clear to me that no meaningful action had been taken on my FnF until I sent the email he wanted. It felt as though the process was intentionally delayed until I became frustrated enough to comply without questioning anything further. And this was only the story of getting my FnF settlement. The process of obtaining my documents was another long and frustrating experience altogether. To receive my documents, the HR had his TA associate contact me and suggest that I write a positive review on Glassdoor. The implication was that once I posted a positive review, my pending documents would be released. Looking back, I probably should have filed a formal complaint at that stage, but I chose not to. I firmly refused and made it clear that I would not write a misleading review under any circumstances. What surprised me the most was the audacity of asking for a positive public review after everything I had already gone through during the exit process. Instead of focusing on completing the pending formalities in a professional manner, they seemed more concerned about managing their online reputation. A positive review should be earned through a good employee experience, not requested or implied as a condition for receiving documents that rightfully belong to a former employee.
