HCLTech reviews

Over multiple years me and many others I know were screwed out of the variable component of their pay (called KPP within HCL). Leadership and HR went out of their way to figure out how to NOT pay salespeople their incentives. Comp plans and quotas were not given until at least halfway through the fiscal year, when it was clear what HAD been sold along with excellent visibility as to what WOULD be sold. One year my quota was given to me 8 months into the fiscal period and was three times my quota of the previous year, simply because I had over achieved my expected quota in the first half. KPP payment was made annually and potential overachievement payout was deemed to be ‘discretionary’ with the company reserving the right to change and/or discontinue the plan without any prior notice. When a person can't pay the medical expenses of their family because they don't get the commission they earned, expected and was outlined in their variable pay plan, it is called Screwing The Employee. Again, HCL goes out of their way to figure out how to NOT pay salespeople. Despite having over $2B in cash. During a 2022 public investor call, leadership admitted to having a 20%+ attrition rate. (Shocker!) Women are put in prominent, public facing places only to be demeaned, ridiculed and their ideas shoved aside internally. If you work in America, so what? Internal meetings are generally friendly to India Standard Time. The majority of people who work at the company are of Indian descent, including the majority of high level leadership. Okay if that is your heritage, career limiting if not. Delivery to customers was sub-par. You get what you pay for. The quantity of people within a delivery were more in focus than the quality of work from the people. A great deal of effort is made to staff from recent college graduates (freshers). This yields a low cost but inexperienced workforce. When it comes to new employees, very little guidance is provided. The culture is to “figure things out on your own.” This is frustrating and people become complacent at their job. When it comes to choosing a company to work for, there are lots of technology companies to choose from. Move on and keep looking.

Continuously, missed dates when billing was required by customers, causing loss of contract. Payed employees bellow market value. Skipped over employees for bonus and promotion opportunities. Continuously, attempted to hide NDA agreement and none compete clauses in other non-related documentation without specifying that it was there (this is not legal). Attempted to encourage team leads to force employees to work through there vacation. Expected hourly employees to work extra (overtime) hours and not receive over time pay (ie. work 50hrs receive 40hrs pay), even though there contracts had overtime pay listed as a "benefit". Had multiple occurrences were benefits that were agreed upon at hire and were signed into the employees contract, were then taken away because "the employees in other countries don't have these benefits so why should you". These "benefits" that were either removed or were drastically reduced included Vacation Time, Sick time, Company bonuses, yearly performance raises, etc. The team I was one was highly regarded by our customers and was consistently profitable. However, due to the way HCL specifically runs its company both the members of my team and everyone of the customers we were supporting no longer associate or work with HCL.