Arcesium Engineering Manager salaries in India

Likes

Only salary part is good.

Dislikes

I have worked with one of the worst managers, team. No learning opportunities provided. Upper management is not reachable. No tax saving options. You will end up flat 30% tax.

Likes

Culture is good, salary is better on entry level

Dislikes

No negotiations at the time of appraisal, only disclosure. finop department work life balance could be better. no overall subject learning, unique to a few companies only. Company's benefits are focused on tech resources only

Likes

Food and knowledge

Dislikes

Bad rating policy. Old employees get a bigger chunk of bonus. Irrational appraisal process. Quarterly good feedbacks do not apply when there's appraisal. Engineering teams have good leadership but not the other teams.

Likes

Good infrastructure and food. Onboarding experience is good. Compensation is competitive

Dislikes

Work quality is non technical. Non transferrable knowledge. Mainly revolves around clearing mess of their platform. Need to be present for any urgent client mails. Work life balance is not that great.

Likes

The benefits which they provide is good except; nothing to be praised.

Dislikes

The company is chaotic, with managers focusing on profits while micromanaging and catering to their directors/reportees. They show little regard for their subordinates, including HR business partners, who avoid addressing issues and instead engage in office politics to protect higher-ups to seek their support, fooling country head and make you a scapegoat atlast. Promotions are based on favoritism rather than talent/work or effort; only those who play along will be recognized. Many so-called senior employees merely flatter their directors/managers to survive. This is a political environment that is not conducive to honest work or integrity. This toxic culture stifles genuine talent and innovation, forcing employees to conform to a system that rewards sycophancy over skill. Creativity is crushed under the weight of bureaucratic nonsense, where real ideas are dismissed as threats to the status quo. Those who dare to challenge the existing order often find themselves ostracized, leading to a high turnover of passionate individuals, leaving behind a workforce that’s afraid to speak up or take risks. Meetings are nothing more than a performance where the real decisions are made behind closed doors by their AD, managers only, leaving the rest of us to play a role in a scripted narrative. We sit through endless discussions that lead nowhere, while the real issues fester unaddressed. Any attempts at transparency are quickly silenced, as the upper management prioritizes preserving their fragile egos over fostering an environment of trust or accountability. The lack of genuine leadership is glaring; instead of guiding and mentoring, they play a game of survival, where loyalty to the hierarchy matters more than actual leadership skills. In this environment, it’s not uncommon for hard work to be overshadowed by mere appearances, and individuals who contribute significantly often find themselves overlooked/victimized. As a result, morale is low, and the spirit of collaboration dwindles. Employees become disillusioned, realizing that their efforts are irrelevant in a game dictated by manipulation and favoritism. This cycle perpetuates a culture of disengagement, where potential is squandered, and the company is left limping forward, held back by its own self-imposed limitations. It’s a sad state of affairs that disheartens anyone genuinely invested in the company’s success.