Data Security Council of India Manager Reviews

Likes

Opportunity: DSCI offers you a platform to bring fresh ideas to the table and experiment with them. Most of the teams shall support in their execution. Work-Life Balance: Offers great work-life balance. Networking: You can grow your professional network with industry leaders. CEO: Approachable, appreciates new ideas and initiatives. Impact: You can see your work creating actual impact at a national-level...Read More

Dislikes

* Work from office for most of the time * Some roles involve a lot of travel, domestically * Fixed promotion cycle * As a not-for-profit, pay is often less than industry

Work Details

Work days: Monday to Friday (Flexible Timings)

Work related travel: This job involves Travel Within Country.

Likes

1. Good work life balance 2. Industry Connects 3. Diverse Experience

Dislikes

My stint was short but there are many dislikes, I will highlight key points 1. If you are looking at technical and cyber business/ management/ strategy role then DSCI is not the right place for you. 2. Except 1 or 2 technical members, all others are from marketing, sales, and event background which makes DSCI more of event management company. However serving CEO is such nice human being and taking efforts make organization great place but he keeps on travelling hence 1 cartel takes bad advantage of it and pollutte the organisation's culture. 3. As others are rightly mentioned, Yes there is bad politics in the organisation. One individual in finance/HR hijack everything- including hiring decisions, appraisals and promotions, he/she try to demoralise you in your initial days and make sure you leave early if you are not in his/ her good book. 4. 'One bad hiring ruins the entire team' this applies to person hired in membership team. He /she has no respect for his colleagues/team members, fights with every team member, he/she is just there to make personal connects, and earn browney points from senior management with just show offs. 5. They have non transparent appraisal and payscale system ...they pay more for dormant, useless oldies who are part of cartel whereas they don't bother to retain or pay good to credible, hardworking and talented resources. 6. There are no specific KRAs defined, hence performance assessment and promotions are purely based on your relationships with 2-3 dominant people. In conclusion, there are serious people and trust issues in the organisation. Serving CEO is such nice and humble human being but he can't do much to solve people and cultures issues....Read More

Work Details

Work related travel: This job involves Travel Within Country.