Y-Axis Overseas Careers Senior Immigration Consultant Reviews

Employer’s Response

Dear Colleague, Thank you for your feedback. We want to assure you that our IT and data privacy policies, including mobile submission protocols, are clearly outlined during the hiring process. Adherence to these policies is crucial to safeguarding client confidentiality and ensuring a secure, compliant workplace. All team members acknowledge and agree to these guidelines upon joining. We consistently emphasize the importance of a well-planned approach to work and targets. Consistent, focused efforts are vital for managing deliverables effectively and reducing work-related pressure. While regular feedback is provided to support improvement, dissatisfaction can arise when such feedback is not implemented. Non-compliance with established policies—such as irregular attendance, tardiness, or excessive breaks—requires corrective measures to uphold our organizational standards. When employees conduct themselves responsibly, we foster a professional, empowering work environment that eliminates the need for micromanagement or overly strict rules. Our aim is to encourage ownership, collaboration, and success through self-accountability. We expect everyone to uphold punctuality, deliver their best efforts, and complete tasks and targets with integrity. However, when indiscipline, neglected responsibilities, or unmet targets arise, it becomes necessary to reinforce discipline and take appropriate action to maintain performance standards. To support our team’s success, we ensure clear communication of performance expectations and a transparent evaluation process. Managers regularly share monthly targets, commission eligibility requirements, and minimum billing expectations. Weekly updates, in-depth product training, and continuous support are also provided to help team members meet their goals. Senior leaders give ongoing feedback to highlight areas for growth and guide necessary actions toward achieving success. We maintain open communication channels to understand team members’ challenges, address concerns, and identify opportunities for additional support or training. If this concern persisted, we encourage you to approach us directly so we could address it effectively and collaboratively.

Employer’s Response

Dear Colleague, Thank you for sharing your feedback. At our organization, we are deeply committed to upholding the highest standards of discipline, professionalism, and performance. We take pride in fostering a merit-based culture that rewards hard work, dedication, and excellence. All performance reviews and career advancement decisions are guided by data-driven processes powered by advanced technology, ensuring fairness, transparency, and the elimination of potential bias. This approach empowers our team members to focus on their contributions, free from concerns about external influences or workplace politics, creating a culture where merit and dedication pave the path to success. Respect is one of our core values, and we are steadfast in ensuring it is upheld in every facet of our operations. We encourage all employees to report any instances of disrespect, discrimination, or bias, as we are committed to fostering an inclusive, supportive workplace. Our transparent and meritocratic system eliminates the influence of favoritism or politics, ensuring that decisions related to learning, growth, and career progression are solely based on performance and contributions. If you have specific concerns, we encourage you to reach out to our HR team at tellus@y-axis.com to arrange a meeting. We are here to listen, understand, and implement any necessary corrections to ensure your experience aligns with our values and commitment to fairness. Please know that we remain dedicated to supporting you and addressing any challenges you may face.

Employer’s Response

Dear Colleague, Thank you for sharing your positive feedback on our incentive structure. We’re glad to see that it’s providing significant earning opportunities, with many employees earning an additional 50-60%, and even up to 100% of their base salaries through commissions and incentives. Our compensation model is designed to be competitive and is thoughtfully aligned with each role, market standards, experience, and skill level. We adhere to a structured pay framework based on performance metrics, offering clear pathways for increments, promotions, and career development tied to measurable achievements. Our benefits package includes statutory benefits, medical coverage, wellness programs, flexible work hours, an Employee Assistance Program, and a robust incentives and recognition policy. We encourage open communication regarding any concerns you may have—whether they’re related to work, leadership support, the work environment, or any training and operational aspects. We are committed to continuous improvement and regularly seek feedback through employee connect sessions, surveys, and senior management check-ins. If you ever encounter any challenges in your role, please reach out to your Reporting Manager or HR. We’re here to support you, and we are dedicated to helping you learn, grow, and succeed with us.

Employer’s Response

Dear Colleague, Thank you for your feedback. We are pleased to hear that our efforts to promote work-life harmony through flexible schedules, weekly offs, and our leave structure have been appreciated. Our goal is to support our colleagues in balancing personal responsibilities, family, and work. We offer flexible shifts to accommodate personal needs, such as childcare or commuting, and allow our employees to choose shifts that best suit their lifestyle. Regarding the concern you’ve raised, we would have liked if this was brought to the attention of your Reporting Leader or HR while you were with us. We always encourage employees to communicate any issues or concerns related to their work, the support provided by their leaders, the work environment or any aspects of training and daily operations. We are constantly seeking feedback through the employee connect sessions, surveys and check-ins by senior management. We have always ensured on-time and accurate processing of compensation. We do not withhold any payments for any employee. Unless, an individual abandons their employment and fails to respond to our attempts to communicate through emails or calls and there has been no response at all. We wished you had brought it up. We would have been able to address it promptly and take necessary action, as warranted.

Employer’s Response

Dear Ex-Colleague, Your feedback has been noted, albeit with regret. We say so, because as someone working with us full time, you are fully aware that none of it is right. We have always ensured timely and accurate processing of compensation. We do not withhold payments for any employee. However, if an individual abandons their employment and fails to respond to our attempts to communicate through emails or calls, their compensation may be put on hold. We expect professional and responsible behavior from our colleagues. Our policies & work culture are designed to encourage and reward this, while promoting work life balance. However, when there is irresponsible conduct by way of excessive tardiness, uninformed leaves and when leaves exceed the leave balance, it impacts payroll. We do not penalize anyone for not meeting targets. It never happens. We have a rewarding work culture and a very aggressive incentive system. Anyone who met the assigned tasks and targets earned high incentives. We are happy to see our employees take over 50-60% of their salary as incentives. And this transparently driven through technology, leaving no scope for human intervention or bias. You too would have experienced it and/or seen your colleagues take the same. Penalty, if any, is usually for policy violation - excessive tardiness and uninformed absence from work. We encourage you to get in touch with us at hr@y-axis.com for any clarity/ assistance required.

Employer’s Response

Dear Colleague, Thank you for your feedback. We want to assure you that our work culture is designed to reward diligence and responsibility, not penalize it. Our aggressive incentive system and supportive environment are meant to recognize and reward your contributions, as you may have already experienced. Penalties are only applied in cases of clear policy violations, such as excessive tardiness, unnotified absences, or neglect of duties and client responsibilities. Our workweek structure promotes a healthy work-life balance, and we do not operate on a 7-day workweek. While we emphasize discipline in terms of punctuality and leave management, our colleagues have the flexibility to choose their designated day off. We expect all team members to maintain a standard of discipline, professionalism, and meet the outcomes expected in their roles. If these basic expectations are not met, we may need to take appropriate action. The dissatisfaction expressed seems to stem from our consistent reinforcement of essential conduct and behavior aligned with our values. We are pleased to see many of our colleagues thriving and advancing in their careers with us. Unfortunately, it seems that this has not been your experience, and we regret that. Regards Y-Axis Overseas Careers

Employer’s Response

Dear Ex-Colleague, Thank you for taking the time to share your feedback. First and foremost, we appreciate your acknowledgment of the learning opportunities you had during your time with us. Learning is a core value for us, and we invest significantly in training. It is crucial that our colleagues are thoroughly trained before offering any advice, service, and support to our clients. We schedule monthly training sessions and refreshers to empower our team with knowledge, and we are glad to hear that you found this beneficial We regret that during your time with us, you did not perceive or understand our growth strategy. However, it is important to note that maintaining our position as a Trusted Advisor in the market and our market leadership over the past 25+ years would not have been possible without a clear mission, vision, and growth strategy. Our expansion is a testament to this clarity. As a senior ex-colleague who spent over two years with us, you would have witnessed this strategy in action, along with the clarity of your own objectives and how they align with the branch and company’s goals. Given that yon were a part of the sales team, the dominant focus would have been on the sales and revenues. However, we ensure that our team receives the necessary training and support, along with the right environment and infrastructure to perform well. If you were dissatisfied with the infrastructure provided, it would have been best to communicate your concerns to us so that we could take corrective action as needed. In addition to the statutory benefits, we provide several benefits ranging from medical coverage, fitness, flexible timings, Employee Assistance program and a great incentives and recognition policy, among other benefits. That said, it is also very important to be disciplined, professional and responsible at work. Lastly, we are an equal opportunity employer. There is no discrimination on the basis of gender, race, religion, orientation, caste or creed. Nor is anyone favored. Our culture of meritocracy recognizes and rewards performers. Our performance metrics are clear and transparent, right from the Consultant level to leadership. The technology we use has been an enabler of that transparency and defined metrics. Our promotions, rewards, incentives and appraisals are purely based on these clearly measurable metrics. It is all too visible for any bias then to play a role in favoring any specific gender or individual. During your time with us, you would have seen deserving performers across genders being promoted to leadership positions. Regards Gurdeep Grha

Employer’s Response

Dear Concerned, Our onboarding process is designed to set every employee up for success by clearly outlining role expectations from the start. We provide thorough training, ongoing mentorship, and on-the-job guidance, along with refresher sessions as needed. For our sales professionals, key responsibilities include managing counseling sessions, delivering exceptional customer service, maintaining regular follow-ups, driving closures, and focusing on revenue generation. Our decisions are not made arbitrarily. Policy changes, if any, come due to business requirement &/ or performance and its implementation is with prior intimation to the employees. Also, one month's performance has never been a criterion for evaluating anyone's promotion. All our decisions are made after careful review of performance, conduct and discipline. Our culture of meritocracy is transparently driven through technology, leaving little scope for human intervention, bias or politics to play any role in a person’s learning, work, growth or continuity. All decisions are data-driven including regrettable terminations. This meritocratic culture eliminates any reason to flatter or please anyone to get support, for continuity or growth. During your time with us, you would have seen deserving performers across genders being promoted to leadership positions. For us integrity is prime & we reinforce ethical standards in the work practices all the time. Penalties, if any, would be for any incorrect practice adopted by any member. Employees are informed of the monthly targets they must meet to qualify for commissions, with minimum billing requirements that are regularly communicated by their managers. Weekly updates on these targets, along with comprehensive product training and continuous support, are provided to help employees succeed and grow within the organization. Regular feedback is also offered by senior leaders to identify improvement areas, ensuring corrective actions are taken to help meet targets. Unfortunately, it seems that this has not been your experience, and we regret that. The dissatisfaction expressed seems to stem from our consistent reinforcement of essential conduct and behavior aligned with our values. It seems you may be facing challenges in understanding the policies & procedures. We would like to offer assistance by which we can help you overcome any difficulties faced. Please don’t hesitate to reach out to us on hr@y-axis.com.

Employer’s Response

Dear Colleague, Thank you for sharing your feedback. As a valued team member, your concerns were looked into and addressed promptly last week. Our organization is built on high standards of discipline, professionalism, and performance, and we take pride in the achievements of our dedicated employees who excel and grow within our merit-based culture. Every decision, including performance reviews and career advancement, is data-driven and technology-enabled, ensuring fairness and minimizing any chance of bias. This structure allows our team members to focus on their work without concern for external influences or office politics, fostering an environment where dedication and excellence are the sole pathways to career progression. We understand that challenges may arise, and we are committed to supporting you. As someone who has been with us, if you encounter any issues or difficulties or have additional concerns, please connect with us (HR) to be able to understand and provide a solution. Please be rest assured that we are here to help and ensure you have a rewarding experience with us.

Employer’s Response

Hi, The feedback has been noticed and concerns have been addressed amicably. Thanks, Y-Axis

Employer’s Response

Dear Ex-Colleague, Thank you for sharing your feedback. We regret any distress this situation may have caused. We want to clarify that we have always been mindful of each individual's circumstances and have never pressured anyone to work against their will. Most definitely not during times of personal or family health challenges and certainly not during the pandemic. If a colleague or their family was affected by COVID-19 or other health issues, we provided time off and even set up a task force to help with needed hospitalization, organizing needed medications, vaccines and overall support. The pandemic brought unprecedented challenges, including for our business. We were committed to minimizing layoffs and ensured that the majority of our staff were retained. We provided training across departments to help colleagues adapt to new roles, ensuring they could remain employed and continue earning a stable income. The well-being of our colleagues was a top priority, as was keeping the company operational. It required all of us to adapt to new ways of working and take responsibility. Our expectation was straightforward: that everyone would be punctual, give their best effort, work diligently to complete their tasks and targets, and do so with integrity. We have had to address instances of indiscipline, neglected tasks & clients, and unmet targets by reinforcing the importance of discipline and diligence and taking appropriate actions when necessary. We understand that your dissatisfaction may have stemmed from our continuous emphasis on these essential standards of conduct and behaviour, which are aligned with our company values and work deliverables.

Employer’s Response

Dear Colleague, Thank you for your feedback. We are delighted that our efforts in training, guiding, and supporting employees to reach their potential are recognized. From a thoughtfully structured onboarding process that clarifies role expectations to robust role-specific training and regular refresher sessions, we aim to empower our team members to excel. Leadership and mentorship programs further enhance professional growth and success. Our compensation framework is designed to be fair and competitive, reflecting factors such as grade, experience, skills, and performance. This includes structured increments, promotions, and career development opportunities. Performance-based incentives and bonuses are transparently processed alongside salaries when targets are met, with weekly and monthly payouts ensuring timely recognition. We provide employees with the necessary tools and resources from day one, enabling them to work diligently and meet performance expectations. A planned, consistent approach to daily tasks and targets helps manage deliverables effectively while reducing work pressure. Feedback is regularly offered for improvement, and implementing it is essential for growth. However, non-compliance with policies, such as irregular attendance, tardiness, or excessive breaks, requires corrective actions to maintain our standards. We trust our employees to take ownership of their roles, collaborate effectively, and thrive in a professional environment that promotes accountability and mutual respect. If you have concerns, please reach out to HR for assistance. Contact us via the shared HR contact numbers or email us at tellus@y-axis.com. We are here to support you.

Employer’s Response

Dear Colleague, Thank you for your feedback! We’re thrilled to hear that you value our work culture and learning environment. At our organization, we prioritize comprehensive, role-specific training complemented by regular refresher sessions to keep skills sharp. Our leaders and mentors are dedicated to supporting each team member’s growth and success. From day one, our onboarding process is designed to set employees up for success. We clearly outline role expectations and define Key Result Areas (KRAs) starting from the hiring stage, reinforcing them during induction. This is followed by in-depth training to ensure everyone has the tools needed to thrive. Continuous development remains a cornerstone of our approach. Through ongoing mentorship, refresher training, and hands-on guidance, we empower our team to stay prepared and excel in their roles. Our compensation structure is competitive and performance-driven, taking into account grade, experience, and skills. Promotions, increments, and career development are transparent and aligned with market trends. Performance-based incentives and bonuses are clearly detailed in payslips and paid alongside monthly salaries when targets are achieved. Exceptional performance is rewarded with above-standard increases, a practice you may have experienced firsthand. Our performance metrics are always accessible via Salesforce. We greatly value open communication and are always eager to address any questions or concerns you may have.

Employer’s Response

Dear Colleague, Thank you for your feedback. We are delighted to know that your association with us has been both enriching and rewarding. At Y-Axis, we strive to provide meaningful work opportunities paired with comprehensive learning and growth prospects. We also take pride in fostering a healthy work-life balance through a structured workweek that does not require a 7-day schedule or extended working hours. Our workweek model supports flexibility and balance, with autonomy for colleagues to select their designated day off. While we value discipline in areas like punctuality and leave management, our primary expectation remains professional behavior, role ownership, and delivering outcomes aligned with one’s responsibilities. Regarding compensation, our annual increments are benchmarked against market trends, with top performers often receiving increases well above the standard. Many of you may have seen your own growth reflecting this approach. Performance metrics, visible in tools like our CRM Salesforce, ensure transparency in appraisals and rewards. Our culture of meritocracy values achievement, with promotions and recognitions based purely on merit. This approach has empowered high performers to advance into leadership roles, irrespective of gender or other factors. Should you require any clarification or further information, please don’t hesitate to reach out. We’re here to help!

Employer’s Response

Dear Colleague, Thank you for sharing your feedback. We are pleased to hear that our work schedule aligns with your expectations. Promoting a healthy work-life balance remains a priority for us. Our structured workweek is designed to prevent excessive work hours or seven-day schedules, while allowing flexibility for team members to choose their preferred days off. Punctuality and effective leave management are important, but we believe this flexibility helps employees balance their professional and personal commitments. Team members who consistently meet their responsibilities and targets are not expected to work on Sundays. That said, we hold high standards for punctuality, accountability, and performance. When responsibilities are neglected, targets are unmet, or discipline lapses, we take necessary steps to reinforce expectations and maintain performance standards. Non-compliance with policies—such as irregular attendance, tardiness, or prolonged breaks—necessitates corrective action to preserve organizational integrity. However, we strive to cultivate a professional, empowering environment driven by self-accountability rather than micromanagement. Our goal is to inspire ownership, collaboration, and success. To ensure clarity, managers regularly communicate performance expectations, including monthly targets, commission criteria, and billing goals. We provide ongoing product training, weekly updates, and continuous support to help team members succeed. Senior leaders also offer feedback to guide growth and development. If you have any concerns, we encourage you to reach out to HR for support. You can contact HR directly through the shared organizational contact numbers or email us at tellus@y-axis.com. We are here to assist you.