NeoSOFT Executive Salaries in India

Likes

...ake complete ownership of our work and have the freedom to contribute our ideas.the employee's benefits and compensation offered are also good.

Dislikes

There is no cons I observed

Likes

...venient for daily travel. I like how our tasks are clearly defined and followed. Plus, there are many perks provided, like paid leave, insurance, compensation, timely salary, and more.

Dislikes

We can handle everything professionally. No major downside.

Likes

Senior management is commendably supportive. Employees are rewarded with industry-standard compensation and benefits. It's amazing to be part of cutting-edge projects. The company is all about the future, and working on these project is a fantastic learning experience!

Dislikes

Growth is available to ambitious individuals.

Likes

Company's performance-based incentives is highly valued benefit that not only has helped me earn some add on financial compensation but has also served me as a motivator to continuously improve my skills and performance. Along with this valued benefit, my skills and knowledge has improved to an extent, resulting me to grow professionally competent.

Dislikes

While the company does offer the crossover opportunity for its employees into different domains, I feel to say that this opportunity is limited and may not be available to everyone. Company focuses on those who are well-versed and highly skilled in their respective domains and only such individuals over here get to take advantage of crossover opportunities when they do arise. This may be viewed as a potential downside by some, but I personally find this as a positive aspect of this workplace.

Likes

If you're assigned to a client location, factors like work-life balance, skill development, work satisfaction, and company culture are determined by the client, not Neosoft. In such cases, you have to adhere to the policies and environment of the client company.

Dislikes

A salary hike with a loyalty incentive seems unusual, as it requires employees to return 50% of the hike if they leave within a year. While a minimum commitment of three months might be reasonable, this policy essentially functions like a bond. Additionally, the first month's salary is withheld after resignation and released as full and final settlement three months after the last working day. While holding it for one month may be understandable, a three-month delay feels excessively long