Y-Axis Overseas Careers Student Counsellor Reviews

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 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 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 Ex-Colleague, Thank you for your feedback. As a professionally managed company, payroll is processed on a timely basis. We have never delayed or defaulted on salaries even in the most unprecedented of times. Providing that financial certainty and security is important to us. 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 wished you had brought it up. We would have been able to address it promptly and take necessary action, as warranted. Please do get in touch with us, should you wish to give us feedback, corrective action as needed and for an opportunity to work with us again.

Employer’s Response

Dear Concerned, Thank you for sharing your feedback. We were disappointed to read your feedback and regret that you did not get to experience the respectful work culture, which we consistently and diligently promote in the company. Respect is a core value, and we encourage reporting any instances of disrespect, discrimination or bias. We would like to know if there were any challenges in providing such feedback during your time with us. We regularly provide constructive feedback focused on improving performance and adherence to policies. Discipline, professionalism, and responsibility are essential at work. When these essential expectations are not met, appropriate measures may be taken. While feedback can be difficult to accept, it is given to foster positive growth. 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 and not arbitrary, including regrettable terminations. This meritocratic culture eliminates any reason to flatter or please anyone to get support, for continuity or growth. We would have gladly addressed these issues had we been made aware, ensuring appropriate action was taken.

Employer’s Response

We hope this message finds you well. Thank you for bringing your concerns about salary matters to our attention. We take your feedback seriously and would like to provide clarification. Firstly, it's essential to note that, as of today, all salaries have been consistently paid on time to all employees. If you believe there is an issue with your salary, we encourage you to connect with your manager directly. Your manager will be able to provide insights into any specific reasons related to unmet expectations or address any complaints that may have been received. At Y-Axis, we are committed to maintaining transparency and promptly resolving any concerns our employees may have. Your satisfaction and well-being are crucial to us, and we want to ensure that you have a positive experience working with us. If you have further questions or require additional assistance, please don't hesitate to reach out to the HR department or your manager. We are here to support you and address any issues you may be facing. Thank you for your understanding and cooperation.

Employer’s Response

Dear Colleague, Thank you for your feedback. We would like to assure you that our organization upholds a culture of inclusivity and equality, where discrimination of any form is strictly prohibited. Our operations span across the northern, southern, eastern, and western regions, along with several international offices. We take pride in embracing diverse cultures and fostering an environment where colleagues across regions have thrived and grown with us over the past 26+ years. We have consistently emphasized that strict action will be taken against any individual found engaging in discriminatory behavior based on caste, creed, or culture. We are committed to maintaining our reputation as a secular and respectful workplace. Regarding the concern raised about being compelled to work from the office despite being hired under a permanent work-from-home arrangement, we have thoroughly reviewed the matter. No such directive has been issued. If transitioning to office-based work had been intended, the hiring would not have been finalized as a permanent work-from-home role. We encourage employees to report concerns directly through the appropriate HR communication channels so that timely and fair action can be taken. Using public forums to misrepresent the organization does not help in resolving concerns and may cause unnecessary reputational harm. Thank you for your understanding and cooperation.

Employer’s Response

Dear Colleague, Thank you for your feedback. We’re glad to hear that you appreciate our efforts in monitoring and rewarding performance and compensation. Our compensation structure is designed to be competitive and fair, based on factors such as grade, experience, skills, and performance. This includes structured increments, promotions, and ample career development opportunities. To ensure transparency and timeliness, performance-based incentives and bonuses are paid alongside monthly salaries when targets are achieved and are clearly reflected in payslips. Additionally, weekly incentive payouts and monthly bonuses enable immediate recognition, eliminating the need for employees to wait an entire year for rewards. We are committed to the accurate and on-time processing of all compensation. Our meritocratic culture ensures that employees are rewarded based on measurable results, abilities and contribution rather than on seniority, favouritism, or other non-merit-based reasons. Everyone is given access to the same resources, training, and opportunities to prove their abilities. Decisions related to performance reviews and career progression are data-driven and supported by technology to ensure transparency, fairness and minimize bias, external influences or office politics. We would like to hear from you about the bias you seem to have experienced to bring in corrections as merited. We emphasize the importance of a planned approach on a daily basis, towards work and targets . Consistent and focused efforts are key to managing deliverables and reducing work pressure. While feedback is regularly provided for improvement, dissatisfaction may arise when such feedback is not implemented. We are equally committed to promoting a healthy work-life balance. Our structured workweek avoids excessive work hours or a seven-day schedule, and we provide flexibility for team members to select their preferred days off. While punctuality and leave management are important, this flexibility ensures a balance between professional and personal commitments. Employees who diligently perform their tasks and achieve their assigned targets are not required to work on Sunday. Our IT and data privacy policies, including mobile submission protocols, are clearly communicated during the hiring process. Adhering to these policies is essential to maintaining client confidentiality, secure and compliant workplace, and team members agree to these guidelines upon joining. Non-compliance with established policies—such as irregular work schedules, tardiness, or excessive breaks—necessitates corrective actions to uphold our standards. If employees conduct themselves responsibly, we provide a professional and empowering workplace environment, free from the need for micromanagement or overly rigid rules resembling a school-like atmosphere. We encourage them to take ownership of their actions, collaborate effectively, and thrive without unnecessary oversight. If you observe any instances of bias or have concerns, we strongly encourage you to contact HR for a thorough review and corrective action. You can reach us directly via the HR contact numbers shared regularly in the organization or email us at tellus@y-axis.com. We are here to support you.

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

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

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 your review! We truly appreciate your thoughtful rating and encouraging feedback. Your support and contribution play a vital role in helping us build a positive and high-performing workplace. We remain committed to providing meaningful opportunities for learning, growth, and career advancement to help our colleagues reach their full potential. At our organization, punctuality and discipline are core values. Consistently adhering to office timings not only promotes a disciplined work culture but also enhances focus and productivity in delivering responsibilities effectively. Our compensation framework is designed to be transparent, competitive, and performance driven. It takes into account various factors such as job roles, market benchmarks, skills, and experience. Increments, promotions, and developmental opportunities are closely aligned with measurable performance outcomes. A key highlight of our pay structure is the substantial earning potential through commissions—many colleagues earn 50–60%, and in some cases even up to 100%, of their base salaries through performance-linked incentives. These payouts are enabled by a robust, tech-driven system that ensures complete transparency and eliminates any scope for bias or manual intervention. We also offer a comprehensive benefits package, which includes statutory benefits, wellness programs, flexible work hours, and access to our Employee Assistance Program. Medical coverage for employees too is part of the benefits offered by the organization. At present, this coverage is limited to the employee only and does not include family members. We take pride in our meritocratic culture, where growth and recognition are purely based on performance. Many of our colleagues have advanced into leadership roles by consistently delivering exceptional results, guided by clear, data-driven metrics for appraisals and promotions. Thank you once again for your engagement. We look forward to supporting your continued success in our dynamic, growth-oriented environment.

Employer’s Response

Dear Concerned, Thank you for sharing your review. We truly value your input and would greatly appreciate any specific feedback or suggestions you might have. Your recent post didn’t include detailed insights, and we would love to hear more about your experience. Please feel free to share your thoughts with us at hr@y-axis.com or connect directly with the HR team at your convenience. Rest assured, we remain committed to supporting you and helping you reach your full potential. We look forward to hearing from you.