DevelopScripts Reviews

We thank you for the feedback and are sorry to hear about your experience at DevelopScripts. 1, 15) We do not delay or hold the salaries of our employees and conduct with our employees with utmost professionalism. 2,3,4,5,16) We have successfully addressed issues pertaining to most of the work infrastructure mentioned and are continuously working on improving the comfort of our employees at work. As a growing organisation we're trying our best to support our employees' career growth. 6) We do not restrict the use of phones for genuine purposes and advise our employees to use them with moderation at work so they don't lose their focus at work. We do have office phones as an alternate for emergencies as well. 7) Our leave and vacation policy is on par with industry standards.We take care of our employees so they don't suffer from stress or burnout. 8) We're in the process of onboarding a large number of clients and are honored with the responsibility of meeting their expectations. However, we'd like to point out the fact that we've reduced the working Saturdays to just the first week from alternate weeks. Also, first Saturdays are meant for knowledge transfer in cross training that can potentially benefit in improving employees' skill set overall. 9) We earn our daily bread because of the work we do for our clients. The efforts put into a project and completion status require accountability and transparency with the client. TimeDoctor entries and screenshots help us achieve the same.However, we place utmost trust on our employees and consider them the pillars of our organisation. As mentioned these are the tools we use to justify the billable hours to the customers and never used this as a tool to gauge the performance or salary of the employee. 10, 20,23) We deal with our employees with utmost professionalism, be it during their journey with us or during their relieving process and beyond in supporting their reference requirements after they part from us. 11, 12, 17) We firmly believe that the age/experience of an employee doesn't define his/her ability at work and that any skill can be mastered given the right amount of time, effort and resources. We invest in our young talent to constantly upskill and lead our teams, and frequently review the performance and conduct of our senior employees to ensure smooth functioning of our workplace. With that said, we do have senior employees working with us, who also mentor young employees within the organisation. 13) It is important that we guard the intellectual property and trade practices of our clients, and therefore require our employees to sign NDAs, which abides global business ethics. 14) We do provide an official email ID for all our employees. In case of interns, they would be provided one post job confirmation. 14*) We do explain during the hiring process and we certainly dispatch the documents once the Exit procedure/NDA is completed as part of the relieving process. 15*) During intensive development sprints we encourage team members to get together and collaborate. Having the team members sit next to each other would be ideal in communicating and clarifying on the tasks. In case of a change in project, the new team members would sit closely and work together. However, we do not enforce it, but is a prescription that is followed in the organisation. 18, 21) We are in the process towards contributing to the Provident Fund and our payslip clearly depicts all breakdown structures. 19) The CCTV cameras are installed for the safety of our employees and work infrastructure, and not for employee surveillance. 22) We do provide work from home facilities for genuine reasons. We've even had some employees working from remote for the past few years. That's the level of trust we've built with our employees. We'd be happy to clarify further on any of the above issues. Please mail us at hr@auctionsoftware.com

Few Facts 1. This company is not funded by anyone and has been running successfully with customer revenue for our product and services for the last 5 years. 2. Our customers include General Motors, Nike and many Fortune 500 3. Protection of code, Paying the Monthly salary on time is our principle since the conception and doing a great service for our product can be found in Capterra reviews. 4. Also, if we don’t run payroll monthly and giving 20-25% increase yearly, then it is impossible to keep 60 employees consistently for 5 years. We live in 2020, example when we take $10 extra from paycheck lot of challenging question from our employee which we understand well and want to do everything to keep our employees happy . Not paying salary, sick leaves loss of pay is not true !! 6. We hire young talent and open new horizons in their career by providing opportunities in top notch technology in the market. This is how we can compete in this marketplace.Our customers are not ready to pay very high yet but product is matured so we are optimistic on our future. 7. Our competition sometimes hires the talent from us and few negative reviews here do belong to them so their strategy is to make good talent pivot from joining us. 8. In 2020, if you find all good reviews then you should be worried to join us. Our story is open book and challenges we face is same for any small business who is growing organically. 9. Our Motto is ‘Practice being thrifty’ we want employees not to come with big expectation rather this is a place to challenge ourselves on coding and become a world class developer 10. If you browse linkedin for our company we are proud of our employees joining as next step in microsoft, walmart, google and more after working 2 years with us. Problem with some project and some developers and managers which results in bad review(Wrong Hire) 1) We are always proud to say to our customers we have our branch in India. We never hide, Just management in US and India can’t solve all problems. We are bending backwards working 24/7 to sustain the customers in a positive way. This mission is achieved only when Developers , Tester and Project Managers work every day not to lose customer and company brand value. 2) We have lost customers because 80% of the issues we see daily in customer projects should be identified internally. Example obvious things like transactions in e-commerce need no training in 2020. Also Not Testing the work, Poor listening, know it all attitude and giving wrong tasks to developers getting oranges instead of customer ask "apple"). 3) We have improved this by not introducing CPR (Customer Product Responsible) team in USA and India and Control hub feature where we have reduced the labor work by 50%. Made our interview stronger to hire the best talent. Remember this is a self-funded company started with $1000. People who know the management well, know nothing was achieved in this company easily other than pure hard work and good vision. Our best and brightest is a mix of developers and Tester. Their main job is to hands on using the product daily like a real customer and report all issues and monitor customer products before and after release to the customer. In a way, CPR team, Control Hub , Employee Happiness and better interview process will be the new force to push our company quality and usability. Current employees who are sticking with us during all difficult times are absolutely embracing the passion for customer satisfaction and we wish the very best for past employees ( Without all of you we could not be where we are today) Once again we are marching with pride , this process will help us gain further confidence and grow more. as we are enjoying the work everyday by giving the best customer service.