MathWorks reviews

I am surprised to think how this call center manages to recruit IITians for a call center role for years and so far get away with it. They are indeed doing a great job by converting brilliant IITians to a call center executives. They probably have given you lot of false hope during campus placement, but let me give you what would you do exactly here. 1. You will search internet for random things you have never heard of(and don't want to hear it again), send document links, some suggestions like update the graphics driver or set some settings in matlab menu to customers. Some time you'd report customers about some bug. Mind it it's outside company policy to help customer technologically (ie. you cannot write code for customer or design their system). This is the role they call "challenging". 2. In campus recruitment they say support:project=1:1. In reality it's 7:3. Most of your time in project week would go to handle customers/calls from the last week. 3. No transparency in transfer. Not much significant positions in Bangalore. After 1.5-2 years, if you are lucky you get transfer in a QE(testing) role or some maintenance project which are very mediocre project. 4. People stuck here for years because they don't get opportunity in outside company. Most of the stuff you do here has no relevance in outside world. After couple of years even a service based company would not consider your resume, unless you want to join another customer care.

No opportunity for growth! As a mid-size private company with no real competitors MathWorks operate on the principle of "business as usual", meaning you stay at same engineering level and the same performance rating for a long time, until or unless you get lucky! The promotions are a joke! With sophisticated and secretive formulas for level/rating calculations, you're guaranteed to get the same gross salary or maybe less even if are promoted! Basically if you're promoted to a higher level your performance rating is reset so you have a higher nominal salary but a much smaller contribution from the profit sharing pool because of lower performance rating. Needless to point out that once at the higher level, rating icreases are harder and slower than before. The review process is another joke! Once a year you write a self review and a peer review (which the peer will get to read with your name on it). Your manager also writes a review. But a couple of weeks before you write your self review and your manager writes his, higher ups meet to determine promotions and ratings. So you're writing a review after everything is decided! I wonder why the call it "review"! So what you write and what your manager writes are essentially used to justify pre-determined ratings! I thought it's should be the other way around! If in a team of say 10 engineers the performance of two engineers exceed expectations only one is promoted because two will exceed the promotion quota for the team! So one is promoted and the other one has to suck it up for another year until his names is thrown into the hat again! This is the mechanism behind lower than industry average salaries and the lazy culture. A few years ago I expected the competition with open source to make a dent but that was wishful thinking!!