Anglepoint reviews about "people"

consistent message that no more help is coming even though we sign new clients all the time. Getting a promotion is impossible unless you befriend the executives, and step on other people along the way.

At first glance, this company may seem attractive due to its presence on Gartner, but don’t be fooled—there’s much more beneath the surface that you need to know before considering a position here. Lack of Merit-Based Hiring and Career Growth One of the most concerning aspects of this company is the complete absence of merit-based hiring and internal promotions. While they may market themselves as an attractive option, especially for those with less experience, the reality is quite different. Despite what is promised during interviews, the company has a habit of backfilling positions and hiring based on a backwards approach—filling roles at a level lower than what’s actually needed. Over the past three years, I've witnessed this first-hand, and it severely limits career advancement and the ability to take on meaningful responsibilities. Slow Career Progression and Minimal Recognition If you’re hoping to get promoted, be prepared for a long wait. The promotion cycle is typically three years, regardless of the experience or level of responsibility you bring to the table. Even if you consistently deliver high-quality work, the company seems intent on keeping you in place as long as possible to minimize costs. In fact, they’ll often throw a “lollipop” your way—small rewards that are intended to keep you satisfied while postponing any real career advancement. Stagnant Compensation and No Bonuses While the initial pay might seem attractive, the yearly salary increments are barely enough to keep up with inflation, let alone reflect your true value in the market. PS - If you’re hoping for bonuses at the Analyst or Senior Analyst level, think again. These are simply not offered, and you’re left with a stagnant salary that barely matches the effort you put in. APAC Team Seen as a Resource, Not Valued The higher management treats the APAC team as nothing more than a resource to do the heavy lifting. Despite working hard and taking on significant responsibilities, ideas and contributions are rarely acknowledged or appreciated. It’s clear that the focus is purely on getting the work done at the lowest cost possible, with little regard for employee morale or career development. Job Titles and Responsibilities – Misleading Expectations The company's job titles and responsibilities seem structured, but in practice, they often don't align with what’s expected or what you’ll actually experience. For example: Senior Analyst (6-24 months): Expected to perform a variety of analyst functions with minimal supervision, but don't expect to get the support or recognition you deserve. Consultant (2-4 years): You'll be expected to create client-facing deliverables and lead meetings with little oversight Senior Consultant (3-6 years): You're expected to lead segments of larger projects The promotions in US happen quick (within 1 to 2years) as compared to other parts. US has got all the benefits - unlimited leaves, quick promotions

With growth comes fast-paced change, so adaptability is important but it's a rewarding environment for those who embrace it.

-Some leadership not in line with company culture and values

Some roles are not yet specialized, so those who wear many hats can feel stretched thin. Systems, structure, and processes are still being developed and matured throughout the company, but there is constant continuous improvement. Some clients can be demanding as with any consulting company.

Low work life balance with lower than average hikes

While the remote-first approach is great, it can be challenging for some where it requires employees to be self-motivated, quick learner, and can easily adapt.

Being a leader in the ITAM industry also means the workload can definitely get heavy, With all the growth, priorities shift quickly, so you need to be flexible. It’s not the kind of place where you clock in and check out.

There was some internal conflict between management that was sometimes difficult to navigate