The “People-Centric” Illusion - werkgeversreview Software Engineer bij DPL

• No financial growth even after multiple performance cycles. • More of an experiment ground than a workplace. • No provident fund. • Extremely high turnover. Many don’t last beyond a year, and silent layoffs are common. • Feedback channels, “Ask Syed” sessions and surveys are just surface-level PR. • You hardly get to build strong friendships with coworkers because people leave so often. • Company charges clients for top-tier talent but cuts costs internally by overburdening staff. • Mostly hires fresh grads or GTOs to keep salaries low. • Performance reviews are vague. Sometimes they just say things like “your work didn’t have a wow factor” or “you’re not active in our culture.” • Engineers are regularly forced to take on unrelated roles (QA, DevOps, AWS) under the guise of “growth” when in reality, it’s to avoid hiring proper resources. • Religious ideology is casually inserted into sessions in ways that discourage employees from seeking better pay or growth. • That “most loved workplace” title seems like it comes from new joiners who haven’t faced an annual review yet. Summary: DPL feels less like a workplace and more like an ongoing experiment. People come and go constantly, and just when you build meaningful connections with colleagues, they disappear. This instability affects not only your professional growth but also your personal peace of mind. Behind all the “culture” branding is a cost-saving machine. You’re expected to over-deliver, take on unrelated roles, and still be ready for abstract criticism like “lack of wow” in your work. Instead of hiring actual resources, engineers are stretched thin across roles, then shown the door when the company decides to “refresh.”