Globant IT Project Manager salaries in India

Likes

Good salary

Dislikes

Immature Leadership Leadership is afraid of Clients Engineers are working day and night Leadership and Managers bend in front of client and don't trust their own employees They fire engineers like their daily Job They Trust Clients over their own Engineers

Likes

Child care benifits Flexible work from home Salary structure:- Gratuity and medical insurance is not part of salary

Dislikes

Hike and pramotion:- hike is getting delayed from last 2 years. Also no proper communication about hike and pramotion. Pramotion criteria is transferent and not properly defined.

Likes

Globant is a great organization to work with and it focuses on your overall career development.

Dislikes

... coordination is with LATAM teams. Delivery Managers don’t have technical touch. Salary can be better.

Likes

- Job Security, company doesn't fire people on bench even when they've been there for months - Financial perks, specially for parents - 3-week Paternity Leave - Flexible Office Days - No minimum hours required for in-office days

Dislikes

...tomer satisfaction - Company conducts survey to see how the employees are doing. If you give negative reviews, instead of reaching out to you to find out why they instead go to your managers, who in turn makes up some excuses, rendering the whole process useless - Company has also moved the snacks timing to 6PM in the evening in the name of cost cutting

Likes

...2. N no. of Certification support. 3. Promoting culture of knowledge sharing. 4. On-time Salary. 5. Processes are sorted out. 6. Mentorship concept is really working well here, a lot of guys doing real hard work with their mentees. A good culture is being setup by Globant in order to maintain the employee growth. 7. Globant benefits are something to look forward to.

Dislikes

1. No support from the management when you require project change. Globant managers are clueless about the projects, don't know about the internal structure of the team or the work progression. They are entirely dependent on the employees rather than connecting with the clients directly. 2. Annual ratings can get compromised. Annual ratings are dependent on studio contribution. Despite giving your life for the project and regularly getting Kudos from the client, your rating will suffer because you were unable to dedicate yourself to your studio, given the fact that you are working day and night for the client and that too on weekends. 3. No matter how many concerns you raise, no action will be taken in response to the same. 4. WFO policy for distant employees.