Scaler Academy Senior Manager salaries in India

Likes

Earlier it was the culture , now nothing to like.

Dislikes

...it. - they try to micromanage and pressurise employees as much as possible. - holding days salary if talk time not done, no minimal leverage provided. - nothing much to learn except some boring sales tactics to manipulate people and sell. - product is overpriced (not telling because I couldn’t sell, I was a top performer) - please don’t consider this company , has no future with current leadership.

Likes

... each department and it is well-established how they can contribute accordingly. Like the story of Scaler Academy and they offer better salary as compared to their competitors.

Dislikes

No systematic training is given. They experiment with luck during training period expecting at least 1 sale out of dead leads, which is possible however 75% of it depends on your luck. No relocation bonus. No festival bonus. No perks.

Likes

Good pay Good Events by HRs Upper management is good and understands the value of culture.

Dislikes

Pathetic pressure for target the company promotes the managers without any managerial skills, byju's blood is there like all ed techs, HR is just playing all games not works for real senses.

Likes

Company culture is good. 4 time meals and snacks unlimited. But Depends on which department you are in. Customer Support is the worst with the manager and VP

Dislikes

... not care. No promotion. No job security. Minimal hike like 1000-1200 each year. Even bonus is not sure.

Likes

...e of the best place for you to be working with a fast paced growing Ed-Tech. 1. The compensation - You work 9 hours genuinely and how much money you make will always be important. Here, the compensation and the incentives that you can make is significant from any other organisations with similar model of work. 2. 5 days working model : When Ed Tech started, majority of the organisations was working in a 6 day working model. Taking a stand and ensuring that the work was always a 5 day work model always motivated us. 3. Realistic Expectations : There is a difference between un achievable target and pressure induced work, and giving realistic targets and getting it done. The company has worked out a model where the targets are realistic. 4. Flexibility and consideration : Three times food can be a small gesture for few, but this is a significant parameter which defines an organization which will look forward to ensure food at all times. There is always a flexibility of WFO option based on performance as well.

Dislikes

1. People can feel overwhelmed initially with the technical understanding required in selling a in house product. This will go once we learn and unlearn things and understand the approach used in the organisation.