A Masterclass in How Not to Run an Organization - Avis employé Talent Acquisition Netlink

If you believe experience, expertise, and seniority should be respected, this may not be the place for you—unless your “seniority” is defined solely by years spent within their walls (5, 10, or 15+). Middle management is a mix of complacency and misplaced authority, with urgent need for a shake-up, while some top leadership isn’t exempt from this observation. Office politics here isn’t just a hazard—it’s practically part of the job description. Even if you steer clear, you’ll still find yourself caught in the crossfire of micro-management and backroom maneuvering. The talent acquisition group (TAG) operates with limited resources—just four Naukri employer logins—yet access can be revoked without discussion, and questions are often met with deflection rather than transparency. Nepotism is alive and well, with family members hired directly into reporting lines. In most professional organizations, this is avoided to prevent bias; here, it seems to be a perk. Everything is “urgent” until it mysteriously… isn’t, and deadlines are regularly delayed. Flexibility is virtually nonexistent—be prepared to work from the office, remain on-call after hours, and face criticism for prioritizing personal commitments. Their hiring-firing approach is particularly unsettling: candidates are relocated across cities only to be encouraged to “explore other opportunities” within two months—often while still in probation. Not all teams suffer equally, but in TAG, groupism and petty politics seem almost systemic. This was, without exaggeration, the most disappointing organizational experience of my career. Proceed with caution.