Pluralsight Software Development Engineer II salaries in Bangalore / Bengaluru

Likes

Good product

Dislikes

... Lack of clear roadmap Favouritism and lack of transparency in decision making Salary not in par to market standard’s Top leadership making self focused decisions Us centric decisions and lack of an inclusive work culture

Likes

Great people, salary and perks is good

Dislikes

Most of the work has been outsourced and Indian leaders are pathetic and there is no job security. Indian VP is old aged person doesn’t know the basics of IT and he acts as VP, Director and even as a architect lol

Likes

you get salary on time , wellness reimbursement and insurance for contractor apart that nothing is good

Dislikes

Micro mangement office politics leader is biased toxic environment no recognition for contractor more importance and recognition are given to underperformers than performance employees because the leaders lack in morality and integrity Even though the contractors performance is better than that of the FTE underperformer, the contractor has let it go later. So someone can go over a years without performing, timepassing , however, if you do performer, you might become a target.

Likes

The dedication and enthusiasm demonstrated by every member of the Pluralsight team, spanning different geographies and functions to collaborate in realizing our overarching vision of " advancing the world's tech workforce", serves as a constant source of motivation for me to take ownership of my outcomes, embrace innovation, and dedicate myself to our future success.

Dislikes

None that I can think of in my 4.5 years tenure

Likes

excellent opportunity on full stack development

Dislikes

- ego driven top management with limited leadership experience, excelling in story telling -suppression of dissenting voices; tendency to create hostile environment through collaboration with HRBP, leading to silent firing and exits -Below-market payrates; notable frequency of organization firings. -HRBP inaccessible to lower bands and unfamiliar to many employees; lack of approachability. concerns are ineffectively addressed or suppressed with with top management inputs, leading to disconnects -Biased promotions; absence of clear roadmap -Masked communications; limited travel opportunities, restricted to a selected few in the company with no clear outcome or objectives out of the travel -survey comments on company improvement area are manipulated by HR and top management, and individuals expressing concerns may face targeting -few Global team leaders insecurities lead to subpar work being shifted to India