Career page culture blogs

It Pays to Trust!

A pay review is a mechanism adopted by various organisations as part of their incentive and rewards programme. In the tech industry, typically, this happens annually. At Sahaj however, we believe that the process of rewarding someone’s exemplary performance should not have to wait. Ad-hoc pay revisions are common — sometimes even triggered by feedback from peers that a certain team member’s compensation deserves a raise. (Salaries are open to everyone who works at Sahaj.) There is no cap on...

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It's All About Your Priorities.

One day, as I was browsing through the profiles of my colleagues from the last 2 years, I began noticing with amazement the steps people had taken to arrive where they had in their careers. I concluded that there are broadly two kinds of people. One is the type who started their career with small companies and became part of the high-flying FAANG or should I say, MAANG. The other set of people who did get an opportunity to work...

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Grad To Consultant-A Journey…

It’s not enough to be against something. You have to be for something better. That’s always what motivates an individual — To do something, be part of something that brings an impact to make things better. Ever since I joined my college my passion for technology and having an uncomplicated way of working always motivated me. My love of technology springs from improving a situation or making things that have an impact. I always try to explore the underlying science...

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A place for everyone, or not

Why Sahaj is not a place for everyone ! From the inception of Chennai office I have been part of Sahaj and it has been close to 3 years now. I have been knowing the founders even before I joined Sahaj and it was purely based on the trust I got while I was working with them earlier . ‘You are joining a startup but you are in safe hands’ said someone from my previous orgnaisation when I told him...

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How we share profits

Yes, this may or may not sound exciting. But when it happens this is something that is thrilling. Typically a company decides that you get x percentage this year as your hike is based on your performance and an appraisal meeting even though the percentages are usually pre-decided. Or you will fall in a bucket of A/B/C/D according to the work you have done – Ahem! But usually it depends on the rapport you have kept with your reporting managers....

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Open Salary

Open Salaries

As we (7 of us) stepped into our new office in April 2014, we brought with us lot of enthusiasm and energy. We started setting up our file structures on the shared drive and created multiple folders to structure and share information with each other. We created a folder called as Salary details and put it under decent access control, so that no one except the founders of the company can access it. As we started talking about our philosophy...

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Open hikes

Open hikes and compensation

 Well to be honest the answer initially was quite straight forward, open salaries is one thing but why should anyone else decide the salary hikes / revisions, this should be done by the founders. First of all we should decide what’s the budget for salary revision based on business plan and then give the hikes as we deem fit. But again we decided not to take the usual course, we said why don’t we involve everyone in the company in...

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Zen and the art of organization building

As an org builder at Sahaj, there are one too many days like this — you talk to a candidate for over a period of time, watch them sail through one interview round after another, and finally hand out an offer, only to see them decline it! If you are in a similar role, you know the pain. As the org builders at Sahaj Software, we are committed to understand an individual and their interests rather than finding a “candidate”...

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