ipMetrix Consulting Group Patent Analyst Reviews

Likes

Plenty to learn about ipr

Dislikes

The salary structure is low and sometimes the environment is too negative. The best point is you will get plenty to learn about ipr

Work Details

Work days: Monday to Friday (Flexible Timings)

Work related travel: This job involves Travel Within City.

Likes

Tea & snacks

Dislikes

Worst company that I have seen in this planet. The management (Shridhar Naganna, Akshata Karthik, & Syed Murtaza) are toxic, uncultured, unethical, and self-centered people who just want to maximize their profits by screwing employees. Syed Murtaza is the worst manager that I have ever seen. He is a mean person who never respects his colleagues. Even if you are in a dying position, never join this company and destroy your career and life....Read More

Work Details

Work days: Monday to Friday (Flexible Timings)

Work related travel: This is a desk job.

Dislikes

Likes

Very good learning opportunity. Technical head has excellent knowledge on ip matters. Best mentor and guide.

Dislikes

All good. Some ex employees write negative reviews due to their personal incapacity.

Work Details

Work days: Monday to Friday (Flexible Timings)

Work related travel: This is a desk job.

Likes

Flexible Timings: You can come to office between 9-11 am Timely Salary: you get the salary before 10th of every month

Dislikes

While ipMetrix may seem like a decent place to work at first, the reality is far from what one might expect. There are several critical issues that make working here a pathetic experience, especially for employees seeking respect, fairness, and growth. UNFAIR EMPLOYMENT CONTRACT: One of the first red flags is the employment contractthat the employees are asked to sign upon joining. The terms and conditions are heavily skewed in favor of the company and significantly disadvantage the employee. For instance, if an employee chooses to resign, they are required to serve a 3-month notice period. However, the company has misused the contract terms to terminate the employment of many employees with just a few hours of notice, with no salary compensation in such cases. This type of imbalanced employment contract creates an atmosphere where employees are not treated fairly and their job security feels precarious. EXCESSIVE WORK HOURS AND LACK OF REST: At ipMetrix, employees are expected to work a minimum of 12-14 hours each day, often with no regard for their personal life. Even when a person is on leave or calls in sick, the Technical Head, Syed Murthaza, will call several times and demand things like doing review changes to previously completed work, attending client calls, or working from home to meet hard/soft deadlines, thereby showing no respect for work-life balance. This relentless pressure leaves employees exhausted and burned out, with no chance to have a personal life outside the work. The constant demand for extended work hours and unceasing availability creates a draining and unsustainable work environment. TOXIC WORK ENVIRONMENT UNDER THE TECHNICAL HEAD: The most difficult part of working at ipMetrix is the oppressive and demeaning treatment of the Technical Head, Syed Murthaza. From the very beginning, Syed's behavior makes the employees feel less than human. He finds innovative ways to abuse and torment people working under him. It quickly becomes apparent that employees' respect is not valued in this environment. Syed's management style is bossy and autocratic, and he treats employees as machines, expecting them to work tirelessly without room for personal expression or feedback. Syed is an indecent and self-obsessed person who speaks non-stop, never shuts up, and never listens to others' opinions. This morally deprived person compels employees to lie and cheat clients on his behalf. If an employee is opinionated/expressive, not a typical Yes Sir type person, unintentionally offend him in any way, or falls out of his favor, Syed goes out of his way to target the employee and make the employee's life unbearable in office, creating an environment where quitting seems like the only escape. The torment and harassment the employees face under Syed is beyond one's wildest imagination, and despite my best efforts, such a traumatizing experience can't be explained in words. Syed's toxic treatment of the employees is the single most important factor contributing to an alarmingly high attrition rate within the company. His erratic, unethical, and unprofessional behavior has also annoyed and alienated many clients and caused damage to the company. Since this crooked person is quite eloquent and full of wicked intelligence, if anything goes even slightly wrong, he easily shifts the blame to the employees quite swiftly. There is a sense of mystery surrounding the higher management's stance on Syed's behavior. While the damage Syed has caused is evident to everyone in the company, it remains unclear why the company's leadership continues to support him. I suspect that either the head of the company, Arun, based in the US, is kept in the dark by the local management, or Arun has turned a blind eye to Syed's toxicity, or Syed might have something incriminating that is protecting him from accountability despite the clear and permanent damage Syed has been causing to the company for over a decade. LACK OF LEADERSHIP QUALITY IN THE MANAGEMENT: The management is concerned only about the number of projects completed by each employee in a month, irrespective of the technical complexity of the projects, nature/type of projects, client's ask/expectations, or genuine effort required/put-in by the employees on the projects. The management is neither fair to the employees nor to the clients. Local management, comprising Syed, Akshata, and Shridhar, keep pestering employees to churn out a higher number of projects every month, which is not only an uphill task but also unrealistic and impractical. This keeps employees under undue pressure at all times. Syed is the sole person in charge of operations, and everyone working on patent drafting and analysis reports directly to him. Syed, being a moody person, has a habit of piling up and delaying the project reviews despite multiple reminders from the employees. He'd mostly pick up projects for review when the employee was on leave or the hard deadline of the project was fast approaching, leaving little or no time to do any meaningful changes. He'd then keep pressuring the employees to carry out a lot of illogical and mostly incorrect review changes suggested by him. Most often clients would not be satisfied by his review changes and would ask the analyst to revert the illogical changes suggested by Syed. Such incidents never come to light because there is no oversight over Syed's work. If any project has been delayed for valid reasons beyond the employee's control, the management doesn't care to listen to or understand the genuine reasons behind it and blames and humiliates the employees for not taking the ownership. This usually happens when Syed allocates a lot of projects without considering factors like technical complexity or the nature of the projects. Syed usually sets unrealistic timelines for the projects, and in order to complete the projects within those unrealistic timelines, he not only pressurizes employees but also encourages them to dilute and compromise the quality of the projects. The local management, besides Syed, keeps the interaction with the employees at a minimum as they seem to be playing only the role of an accountant whose only objective is to maximize the number of projects completed in a month to maximize their monthly profit by any means possible without having any vision or leadership for the future or growth of the company or the employees. The only way the management knows how to address the problem of high attrition is by experimenting with the clauses of the employment contract; beyond this wicked strategy, they don't know how to retain employees. LACK OF PERSONAL AND FINANCIAL GROWTH: If you are hoping to grow financially or skill-wise, ipMetrix is not the right place for you. This company doesn't believe in investing in their employees' training and development. Rather than promoting learning and skill enhancement, the focus is entirely on squeezing every minute of the employee's time into projects to maximize the company's profits. If you had acquired skills in other organizations before joining ipMetrix, you'd feel like losing those skills gradually because you'd not get the chance to apply your skills properly due to the shallow and low-quality work culture at ipMetrix. When it comes to financial growth, don't expect any real salary increments unless you decide to resign, at which point if the company recognizes your skill set as indispensable, they might negotiate a salary hike with you. Annual raises are virtually nonexistent, leaving employees feeling undervalued and stuck in their positions without any clear path forward. HELLISH NOTICE PERIOD: If an employee has resigned, the employee is required to serve a 3-month notice period, which feels like a special kind of HELL. Syed, the ringmaster, will treat the departing employee as a caged animal, compelling the employee to take on double the workload the employee previously had. During this 3-month period, the level of toxicity and humiliation is significantly increased, making the experience further unbearable for the departing employee. The departing employee is assigned a higher number of projects, and more unrealistic timelines are set for those projects, thereby pressurizing the employee even further and making the employee work long hours with no regard for their well-being or mental state. Even on the last day, the departing employee will find themselves working unreasonably long hours while simultaneously trying to complete the project handover and exit formalities. CONCLUSION: Unless you are in a miserable position that you can't survive without immediately joining this company, I recommend that you stay miles away from this company....Read More

Work Details

Work days: Monday to Friday (Strict Timings)

Work related travel: This is a desk job.

Likes

Not so good.

Dislikes

Lead Analyst behaviour is not good.