ProcDNA

Vault’s Verdict

ProcDNA’s offices in India offer a nice vibe, with free onsite meals and snacks. Insiders describe their colleagues as hardworking, fun, and inclusive, with leaders open to suggestions and innovations from anyone on the team. The firm also offers flexible working hours and lets consultants work from home at least one day per week.

From an early stage in their careers, consultants at ProcDNA start building experience with client interactions, with many challenging projects to stretch their skills. Opportunities also exist to work on business development and process improvements.

The firm offers a solid starting salary and progression tends to outpace the market as a whole, but some insiders worry about disparities in the firm’s compensation, suggesting it pays people with similar skills and experiences differently based on their profiles. However, the firm offers several health and wellness benefits, including sports leagues to connect with colleagues, full body checkups, and unlimited medical counselling. 

Employee Reviews

Firm Culture

• “Nice office with great vibe, free meal and snacks. Good and hardworking people with no internal politics. Need more client and internal opportunities and need to expand into more domains.”
• “People are fun and inclusive. New ideas are respected from anyone.”
• “Collaboration, independence to innovate.”
• “Growing firm and wide opportunities to work and learn upon.”

Quality of Life

• “There is work-life balance until there is released to production or going live and UAT sessions. Flexible work hours are the best aspect.”
• “Best part: Company cares about its employees’ health and well-being. Worst: Gurgaon office location should be changed from an industrial site to any environment friendly place.”
• “Infrastructure in office could be better, WFH policy could be better (four days in office).”
• “Good: Learning opportunities and ownership. Bad: Long work hours and poor work-life balance.”

Career Development

• “Can work directly with knowledgeable folks. Get early-stage client interaction opportunity.”
• “Cross-functional collaboration, opportunity to work on business development and enhancements.”
• “Lots of opportunities to learn as a fresher, but maybe a little less reliability on manpower would be nice.”
• “Best: People, culture, rapid growth, challenging opportunities. Improvement area: Better delivery frameworks.”

Compensation

• “Hike is a bit better than the market average. People with the same years of experience and skills have disparity in their income.”
• “It offers a decent pay for entry level jobs. There is a pay disparity among interns based on the profiles they hire for.”
• “1. Full body checkup 2. Blood donation camps 3. Free online unlimited medical counselling.”
• “ProcDNA Premier League. Multiple outdoor Sports ProcDNA Fitness League 3.0.”

Inclusion

• “The place is bias-free regardless of gender, race, and ethnicity. Yes, the promotion hierarchy remains the same for all employees.”
• “Yes, I believe everyone in our firm has equal access to high quality of work and promotion opportunities.”
• “No D&I initiatives, no policy for D&I hiring.”
• “Good.”

Business Outlook

• “Tries to replicate ZS culture to the T and, in fact, prefers Ex-ZS employees.”
• “Good in following with the new industry trends. Competitive. Hardworking employees.”
• “Efficient and robust approach to exceed client’s requirements, but they are too client-centric.”

Hiring Process

• “Fast-paced hiring and callback process.”
• “The entire hiring process is easy and smooth. They go after fresh minds with great potentials.”
• “Great flexible hiring process.”

Interview Questions

• “Case studies, group discussion, aptitude exams, and live programing.”
• “Case study scenarios. Questions related to your previous experiences.”
• “Was giving a case study on a cricket tournament, which was quite complex but interesting to solve as I was from non-pharma background.”
• “Interview mainly focuses on assessing how well candidates can leverage their technical and soft skills as per the task requirement. They also focus on the learning curve that the candidate is chasing after. To understand mental adaptability, they mix it with numerical guesstimates.”

Uppers

• “Collaborative culture and learning opportunity.”
• “Hybrid policy.”
• “Learning, Growth, Connections.”
• “New exposure.”

Downers

• “Micromanagement.”
• “Work hours and work-life balance.”
• “Pseudo transparent”
• “Smaller company—rising but yet to establish fully in the market against larger firms.”