|
private:knolskape
|
https://www.glassdoor.com?employer_id=499168
|
Feb 17th, 2021 12:00AM
|
Open
|
Open
|
Knolskape Solutions
|
Senior Marketing Associate
|
Bangalore
|
|
Great place to work
|
|
Great culture
Inspiring leadership
Innovative environment
Brilliant leave policies
|
There are no cons per say.
|
|
|
|
|
1.0
|
APPROVE
|
0.0
|
5.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
|
499168
|
Open
|
|
0.0
|
[]
|
REGULAR
|
No
|
No
|
|
0.0
|
|
|
|
Mar 15th, 2021 07:09PM
|
Mar 15th, 2021 07:09PM
|
KNOLSKAPE
|
|
|
|
private:knolskape
|
https://www.glassdoor.com?employer_id=499168
|
Nov 27th, 2020 12:00AM
|
Open
|
Open
|
Knolskape Solutions
|
Software Developer
|
Bangalore
|
|
Feels good to be here
|
|
1. Work life balance
2. Latest technologies
3. Great office culture
|
Nothing as of now that I experienced
|
|
|
|
|
|
|
0.0
|
4.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
|
499168
|
Open
|
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": "Manager Human Resources", "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2889653, "responseDateTime": "2020-12-08T04:53:20.49", "translationMethod": null, "response": "Thanks for your feedback and appreciate your contribution as a Knolly. While our continuous effort is to offer a great working environment to all employees and we thank you for highlighting that in your review.", "responseOriginal": null, "countNotHelpful": 0}]
|
REGULAR
|
No
|
Yes
|
|
0.0
|
|
|
|
Mar 15th, 2021 07:09PM
|
Mar 15th, 2021 07:09PM
|
KNOLSKAPE
|
|
|
|
private:knolskape
|
https://www.glassdoor.com?employer_id=499168
|
Oct 27th, 2020 12:00AM
|
Open
|
Open
|
Knolskape Solutions
|
Growth
|
Bangalore
|
|
Contact Ex employees before joining. Worse place to work.
|
|
500 rupees amazon voucher for monthly top performers. Discontinued since this year and only a certificate now. We are told company cant afford that too.
|
Highly untrustable culture led by selfish double face leaders. Words of ceo and management now cant even be trusted. No funding raised which we are hearing
for 2 years now. Finances are heavily mismanaged, some employees get partial treatment and others suffer and get exploited.. 3 founding members now have left in a hurry with no proper farewell and notice period.. every 2 months there is a new strategy so don’t expect any stable things here but only fake promises and politics. Despite ceo saying we had great quarter results better than last year, and at least 10 high salary people leaving, no action to pay our basic salaries, last year arrears, no appraisal process and constant excuse of covid.. but the truth is all this is happening one year prior to covid, sadly covid has become a excuse now. No one knows where all the money goes. Dishonesty in ceo and leadership is sad to see. Everyone is passing time, looking out for jobs. Only the average talent with no options are left and exploited in name of more job responsibility. A lot of people leaving, no replacements, only interns with cheap salaries. I see some fake 5 star reviews here . Don’t get trapped.
For real picture please speak to a real ex or current employee on linked in. If you are thinking to join this company, please think again and wait for a better offer.
|
-1.0
|
NEGATIVE
|
-1.0
|
NEGATIVE
|
-1.0
|
DISAPPROVE
|
7.0
|
1.0
|
1.0
|
1.0
|
1.0
|
1.0
|
1.0
|
|
499168
|
Open
|
Not applicable since no one bothers to take any advice.
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": "Manager Human Resources", "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2874812, "responseDateTime": "2020-11-27T04:42:10.77", "translationMethod": null, "response": "Message from CEO's Desk:\n\nDear Ex-Knolly, thanks for sharing this review. Covid has taught us all some very important lessons. In this post, I want to talk about the key principles we've used, actions we've taken and lessons we've learned at KNOLSKAPE during the pandemic. My objective is to help the current and prospective employees at KNOLSKAPE understand the big picture on what has happened so far, what's going on now and what's in store.\n\nTLDR version: No matter what the external / internal crisis is, can we emerge stronger, wiser and kinder? That's the question we asked ourselves every single day during the pandemic.\n\nKey principles\n1. First and foremost, be humane in the decisions we take. We took a firm decision to protect jobs. We decided to go down the salary cut route because we thought that's the right response to the unprecedented situation at hand.\n2. Leaders will take the bullet first\n3. Explore newer avenues to keep the growth engines going\n4. Make use of the crisis to fix the underlying business model issues\nOur Actions:\n1. While we were ready from a products standpoint, the economy was still in the dumps with countries getting into extended lockdowns. We had to do something urgently to cut costs. The Founders and Chairman on the board took a > 50% cut first ahead of everyone else. As stated in the principles above, being the first to take the bullet has been our operating principle from the get-go.\n2. While looking at salary cuts, we wanted to protect knollies who were at salary levels lower than a certain threshold. Quite a lot of people were unaffected by salary cuts in the process. Senior leaders in the team took a 50% cut, while the rest took a 30% cut. This was put into effect in Q1. At that time, we didn't have much visibility but were determined to try our best to reinstate by Q3.\n3. Q1 was a disastrous quarter from a revenue standpoint. Customers were on a wait and watch mode, still trying to come to terms with the whole WFH paradigm. Besides, one of the first things companies cut down on in a crisis situation, unfortunately, is training budgets. What gave us confidence however was that our overall booking numbers were better than FY '20 for the same period. We knew that it was only a question of time before the rebound happened in a big way. Our virtual training products are very attractive to customers to engage and train employees virtually during a difficult time.\n4. We started seeing a very healthy recovery in Q2. We had 3 WIGs, again focused on growing our virtual business, that we started executing on relentlessly. Yet again, we booked better numbers compared to FY '20 for the same period. There were, however, issues with revenues and collections, owing to a lot of new audit and fiscal processes to control costs in our client organizations. But this time, there were clear trends that we could bet on. I'm proud of the way knollies stayed focused on what matters the most.\n5. In all of this, we need to be mindful that Covid started impacting the economy in Q4 of last year itself. Things that were booked last year were put on hold by our clients. So we had to start the year with very little opening book. What that means is that everything we've done this year has been an effort we've put in pretty much in the last few months. Essentially we've built business from the ground up this year. That's a phenomenal effort from the team that I'll always be proud of.\n6. We signed large deals bang in the middle of Covid in Q2 and we started seeing healthy traction from the US. Looking at the pace of recovery, we decided to accelerate the reinstatement of salaries for more than 90% of the knollies, barring a few senior leaders in the team. Once again, knolly leaders showed their true mettle by putting the team ahead of themselves. This process was completed ahead of time by the Aug / Sept time frame.\n7. From the start of Q3, the reinstatement for senior knollies also got kick-started. Now we are back on track from a salary perspective, as promised. A lot of knollies gave us rock solid support to get this done. I will be eternally grateful for that. And I also know that some knollies take this for granted. I understand that we all go through pressures at a personal front and it's completely human to feel that way. Let me assure you that this was not an easy task for us to accomplish. These bullet points don't obviously do justice to the grit, resilience, sleepless nights and steadfastness that every leader at KNOLSKAPE had to demonstrate to get this done.\n8. We converted the handicap of not being able to meet customers face to face into a strength by going after global accounts. We have some inspiring success stories on that front. We doubled down on the US and have brought a senior leader on board in the US.\nOur actions:\nWe used whatever we saved to expedite salary reinstatements ahead of time even when there is uncertainty still looming in the economy.\nYour jobs are 100% safe.", "responseOriginal": null, "countNotHelpful": 0}]
|
REGULAR
|
No
|
No
|
|
2.0
|
|
|
|
Mar 15th, 2021 07:09PM
|
Mar 15th, 2021 07:09PM
|
KNOLSKAPE
|
|
|
|
private:knolskape
|
https://www.glassdoor.com?employer_id=499168
|
Oct 27th, 2020 12:00AM
|
Open
|
Open
|
Knolskape Solutions
|
AVP-Growth
|
Hyderābād
|
|
Great company with an excellent culture!
|
|
A great company with one of the best learning and development solutions and tech on offer. A brilliant culture and environment to thrive as a professional.
|
No downsides of working with Knolskape
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
5.0
|
5.0
|
5.0
|
5.0
|
5.0
|
5.0
|
|
499168
|
Open
|
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": "Manager Human Resources", "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2874814, "responseDateTime": "2020-11-27T04:43:30.163", "translationMethod": null, "response": "Thanks for your feedback. We appreciate this and would certainly work towards the same further for the benefit of Knollies. Thanks.", "responseOriginal": null, "countNotHelpful": 0}]
|
REGULAR
|
No
|
Yes
|
|
1.0
|
|
|
|
Mar 15th, 2021 07:09PM
|
Mar 15th, 2021 07:09PM
|
KNOLSKAPE
|
|
|
|
private:knolskape
|
https://www.glassdoor.com?employer_id=499168
|
Oct 26th, 2020 12:00AM
|
Open
|
Open
|
Knolskape Solutions
|
|
India
|
IND
|
Decent
|
|
Great environment for working, friendly employees
|
Not that great for working up
|
|
|
|
|
|
|
0.0
|
5.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
|
499168
|
Open
|
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": "Manager Human Resources", "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2874815, "responseDateTime": "2020-11-27T04:43:55.533", "translationMethod": null, "response": "Thanks for your feedback. We appreciate this and would certainly work towards the same further for the benefit of Knollies. Thanks.", "responseOriginal": null, "countNotHelpful": 0}]
|
PART_TIME
|
No
|
Yes
|
|
0.0
|
|
|
|
Mar 15th, 2021 07:09PM
|
Mar 15th, 2021 07:09PM
|
KNOLSKAPE
|
|
|
|
private:knolskape
|
https://www.glassdoor.com?employer_id=499168
|
Oct 15th, 2020 12:00AM
|
Open
|
Open
|
Knolskape Solutions
|
Senior Software Developer
|
Bangalore
|
|
Worse place to work
|
|
500 rupees amazon voucher for monthly top performers. Discontinued since this year and only a certificate now. We are told company cant afford that too.
|
Highly untrustable culture led by selfish double face leaders. Words of ceo and management now cant even be trusted. No funding raised which we are hearing
for 2 years now. Finances are heavily mismanaged, some employees get partial treatment and others suffer and get exploited.. 3 founding members now have left in a hurry with no notice period.. every 2 months there is a new strategy so don’t
expect any stable things here but only fake promises and politics. Despite ceo saying we had great quarter results better than last year, and at least 10 high salary people leaving, no action to pay our basic salaries, last year arrears, no appraisal process
and constant excuse of covid.. but the truth is all this is happening one year prior to covid, sadly covid has become a excuse now.
No one knows where all the money goes. Dishonesty in ceo and leadership is sad to see. Everyone is passing time, looking out for jobs. Only the average talent with no
options are left and exploited in name of more job responsibility. A lot of people leaving, no replacements, only interns with cheap salaries.
For real picture please speak to a real ex or current employee on linked in. If you are thinking to join this company, please RUN!
|
-1.0
|
NEGATIVE
|
-1.0
|
NEGATIVE
|
-1.0
|
DISAPPROVE
|
4.0
|
1.0
|
1.0
|
1.0
|
1.0
|
1.0
|
1.0
|
|
499168
|
Open
|
Not applicable since no one bothers to take any advice.
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": "Manager Human Resources", "__typename": "EmployerResponse", "originalLanguageId": null, "id": 3030289, "responseDateTime": "2021-02-17T03:29:55.093", "translationMethod": null, "response": "Message from CEO's Desk:\nDear Ex-Knolly, thanks for sharing this review. Covid has taught us all some very important lessons. In this post, I want to talk about the key principles we've used, actions we've taken and lessons we've learned at KNOLSKAPE during the pandemic. My objective is to help the current and prospective employees at KNOLSKAPE understand the big picture on what has happened so far, what's going on now and what's in store.\n\nTLDR version: No matter what the external / internal crisis is, can we emerge stronger, wiser and kinder? That's the question we asked ourselves every single day during the pandemic.\n\nKey principles\n1. First and foremost, be humane in the decisions we take. We took a firm decision to protect jobs. We decided to go down the salary cut route because we thought that's the right response to the unprecedented situation at hand.\n2. Leaders will take the bullet first\n3. Explore newer avenues to keep the growth engines going\n4. Make use of the crisis to fix the underlying business model issues\nOur Actions:\n1. While we were ready from a products standpoint, the economy was still in the dumps with countries getting into extended lockdowns. We had to do something urgently to cut costs. The Founders and Chairman on the board took a > 50% cut first ahead of everyone else. As stated in the principles above, being the first to take the bullet has been our operating principle from the get-go.\n2. While looking at salary cuts, we wanted to protect knollies who were at salary levels lower than a certain threshold. Quite a lot of people were unaffected by salary cuts in the process. Senior leaders in the team took a 50% cut, while the rest took a 30% cut. This was put into effect in Q1. At that time, we didn't have much visibility but were determined to try our best to reinstate by Q3.\n3. Q1 was a disastrous quarter from a revenue standpoint. Customers were on a wait and watch mode, still trying to come to terms with the whole WFH paradigm. Besides, one of the first things companies cut down on in a crisis situation, unfortunately, is training budgets. What gave us confidence however was that our overall booking numbers were better than FY '20 for the same period. We knew that it was only a question of time before the rebound happened in a big way. Our virtual training products are very attractive to customers to engage and train employees virtually during a difficult time.\n4. We started seeing a very healthy recovery in Q2. We had 3 WIGs, again focused on growing our virtual business, that we started executing on relentlessly. Yet again, we booked better numbers compared to FY '20 for the same period. There were, however, issues with revenues and collections, owing to a lot of new audit and fiscal processes to control costs in our client organizations. But this time, there were clear trends that we could bet on. I'm proud of the way knollies stayed focused on what matters the most.\n5. In all of this, we need to be mindful that Covid started impacting the economy in Q4 of last year itself. Things that were booked last year were put on hold by our clients. So we had to start the year with very little opening book. What that means is that everything we've done this year has been an effort we've put in pretty much in the last few months. Essentially we've built business from the ground up this year. That's a phenomenal effort from the team that I'll always be proud of.\n6. We signed large deals bang in the middle of Covid in Q2 and we started seeing healthy traction from the US. Looking at the pace of recovery, we decided to accelerate the reinstatement of salaries for more than 90% of the knollies, barring a few senior leaders in the team. Once again, knolly leaders showed their true mettle by putting the team ahead of themselves. This process was completed ahead of time by the Aug / Sept time frame.\n7. From the start of Q3, the reinstatement for senior knollies also got kick-started. Now we are back on track from a salary perspective, as promised. A lot of knollies gave us rock solid support to get this done. I will be eternally grateful for that. And I also know that some knollies take this for granted. I understand that we all go through pressures at a personal front and it's completely human to feel that way. Let me assure you that this was not an easy task for us to accomplish. These bullet points don't obviously do justice to the grit, resilience, sleepless nights and steadfastness that every leader at KNOLSKAPE had to demonstrate to get this done.\n8. We converted the handicap of not being able to meet customers face to face into a strength by going after global accounts. We have some inspiring success stories on that front. We doubled down on the US and have brought a senior leader on board in the US.\nOur actions:\nWe used whatever we saved to expedite salary reinstatements ahead of time even when there is uncertainty still looming in the economy.\nYour jobs are 100% safe.", "responseOriginal": null, "countNotHelpful": 0}]
|
REGULAR
|
No
|
No
|
|
0.0
|
|
|
|
Mar 15th, 2021 07:09PM
|
Mar 15th, 2021 07:09PM
|
KNOLSKAPE
|
|
|
|
private:knolskape
|
https://www.glassdoor.com?employer_id=499168
|
Sep 16th, 2020 12:00AM
|
Open
|
Open
|
Knolskape Solutions
|
|
Bangalore
|
|
One of the best organisations to work with!
|
|
- Flat hierarchy
-Insanely helpful people in the org
- Fun work environment
- Absolutely zero Monday blues
- Ample learning and growth opportunities
- Supportive colleagues
- Capable leadership team
- Flexibility in terms of work timings
- No punch in, punch out culture!
|
None that I can think of.
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
5.0
|
5.0
|
5.0
|
4.0
|
5.0
|
4.0
|
|
499168
|
Open
|
Thank you for being the best employer that I’ve worked with.
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": "Manager Human Resources", "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2803300, "responseDateTime": "2020-10-12T04:35:26.74", "translationMethod": null, "response": "Thanks for this review . We are glad that you enjoyed being a Knolly and appreciate your contribution . We would continue to work more towards achieving happy employees with us. Thanks.", "responseOriginal": null, "countNotHelpful": 0}]
|
REGULAR
|
No
|
No
|
|
4.0
|
|
|
|
Mar 15th, 2021 07:09PM
|
Mar 15th, 2021 07:09PM
|
KNOLSKAPE
|
|
|
|
private:knolskape
|
https://www.glassdoor.com?employer_id=499168
|
Sep 11th, 2020 12:00AM
|
Open
|
Open
|
Knolskape Solutions
|
Senior Learning Consultant
|
Bangalore
|
|
Amazing work culture
|
|
Fun place to work. Work is challenging and supports continuous learning. Very supportive and highly knowledgable colleagues. Great managers and an Inspirational , Visionary CEO !
|
There are no cons i can think of!
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
5.0
|
5.0
|
5.0
|
4.0
|
4.0
|
4.0
|
|
499168
|
Open
|
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": "Manager Human Resources", "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2760361, "responseDateTime": "2020-09-14T01:20:36.75", "translationMethod": null, "response": "Thank you for your review. We appreciate your contribution to the organization and would continue to work more towards achieving happy employees with us.", "responseOriginal": null, "countNotHelpful": 0}]
|
REGULAR
|
No
|
Yes
|
|
4.0
|
|
|
|
Mar 15th, 2021 07:09PM
|
Mar 15th, 2021 07:09PM
|
KNOLSKAPE
|
|
|
|
private:knolskape
|
https://www.glassdoor.com?employer_id=499168
|
Sep 1st, 2020 12:00AM
|
Open
|
Open
|
Knolskape Solutions
|
|
Bangalore
|
|
Great place to work
|
|
Excellent environment, Open culture, Great Management, Approachable, The company thinks of its employees first, Lot of learning opportunities & growth
|
Not really that I could think of
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
5.0
|
5.0
|
5.0
|
5.0
|
4.0
|
5.0
|
|
499168
|
Open
|
Need to tell people more about the great place it is to work at
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": "Manager Human Resources", "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2760363, "responseDateTime": "2020-09-14T01:21:10.07", "translationMethod": null, "response": "Thank you for your review. We appreciate your contribution to the organization and would continue to work more towards achieving happy employees with us.", "responseOriginal": null, "countNotHelpful": 0}]
|
REGULAR
|
No
|
Yes
|
|
2.0
|
|
|
|
Mar 15th, 2021 07:09PM
|
Mar 15th, 2021 07:09PM
|
KNOLSKAPE
|
|
|
|
private:knolskape
|
https://www.glassdoor.com?employer_id=499168
|
Aug 3rd, 2020 12:00AM
|
Open
|
Open
|
Knolskape Solutions
|
Software Developer
|
Bangalore
|
|
Not a place to Earn
|
|
Good culture was there but now the people who were responsible for that are leaving one by one.
|
I joined knolskape about a year back, just after 2 months, there was a salary cut for 30%. So, be prepared to come at 30% lower whatever is being promised to you in your hiring letter after 1-2 months.
After that I got to know that people are not paid their bonuses for past 2 years and some people were asked to go.
No salary increment has been there for people for atleast 2 years but the decrement has happened of 30-50% across all the organisation, management keeps saying they would do it in the next month or two. 20 months have passed but not a single action only word on salary.
In tech team, everybody is leaving, there are people handling atleast 3-4 products single handedly.
Their new mantra is keep hiring interns so that they need to pay just 20k. Right now there are twice the number of interns than full time in tech team.
Peoples arrear are left for around 1.5 years which are converted to ESOP's now, for which you have to pay the company.
So, join if you have nowhere to go.
|
-1.0
|
NEGATIVE
|
-1.0
|
NEGATIVE
|
0.0
|
NO_OPINION
|
10.0
|
1.0
|
2.0
|
2.0
|
1.0
|
1.0
|
1.0
|
|
499168
|
Open
|
Just take care of your existing employees. Give them their dues.
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": "Manager Human Resources", "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2757624, "responseDateTime": "2020-09-11T01:16:20.767", "translationMethod": null, "response": "Message from CEO's Desk:\n\nDear Ex-Knolly, thanks for sharing this review. Covid has taught us all some very important lessons. In this post, I want to talk about the key principles we've used, actions we've taken and lessons we've learned at KNOLSKAPE during the pandemic. My objective is to help the current and prospective employees at KNOLSKAPE understand the big picture on what has happened so far, what's going on now and what's in store.\n\nTLDR version: No matter what the external / internal crisis is, can we emerge stronger, wiser and kinder? That's the question we asked ourselves every single day during the pandemic.\n\nKey principles\n1. First and foremost, be humane in the decisions we take. We took a firm decision to protect jobs. We decided to go down the salary cut route because we thought that's the right response to the unprecedented situation at hand.\n2. Leaders will take the bullet first\n3. Explore newer avenues to keep the growth engines going\n4. Make use of the crisis to fix the underlying business model issues\nOur Actions:\n1. While we were ready from a products standpoint, the economy was still in the dumps with countries getting into extended lockdowns. We had to do something urgently to cut costs. The Founders and Chairman on the board took a > 50% cut first ahead of everyone else. As stated in the principles above, being the first to take the bullet has been our operating principle from the get-go.\n2. While looking at salary cuts, we wanted to protect knollies who were at salary levels lower than a certain threshold. Quite a lot of people were unaffected by salary cuts in the process. Senior leaders in the team took a 50% cut, while the rest took a 30% cut. This was put into effect in Q1. At that time, we didn't have much visibility but were determined to try our best to reinstate by Q3.\n3. Q1 was a disastrous quarter from a revenue standpoint. Customers were on a wait and watch mode, still trying to come to terms with the whole WFH paradigm. Besides, one of the first things companies cut down on in a crisis situation, unfortunately, is training budgets. What gave us confidence however was that our overall booking numbers were better than FY '20 for the same period. We knew that it was only a question of time before the rebound happened in a big way. Our virtual training products are very attractive to customers to engage and train employees virtually during a difficult time.\n4. We started seeing a very healthy recovery in Q2. We had 3 WIGs, again focused on growing our virtual business, that we started executing on relentlessly. Yet again, we booked better numbers compared to FY '20 for the same period. There were, however, issues with revenues and collections, owing to a lot of new audit and fiscal processes to control costs in our client organizations. But this time, there were clear trends that we could bet on. I'm proud of the way knollies stayed focused on what matters the most.\n5. In all of this, we need to be mindful that Covid started impacting the economy in Q4 of last year itself. Things that were booked last year were put on hold by our clients. So we had to start the year with very little opening book. What that means is that everything we've done this year has been an effort we've put in pretty much in the last few months. Essentially we've built business from the ground up this year. That's a phenomenal effort from the team that I'll always be proud of.\n6. We signed large deals bang in the middle of Covid in Q2 and we started seeing healthy traction from the US. Looking at the pace of recovery, we decided to accelerate the reinstatement of salaries for more than 90% of the knollies, barring a few senior leaders in the team. Once again, knolly leaders showed their true mettle by putting the team ahead of themselves. This process was completed ahead of time by the Aug / Sept time frame.\n7. From the start of Q3, the reinstatement for senior knollies also got kick-started. Now we are back on track from a salary perspective, as promised. A lot of knollies gave us rock solid support to get this done. I will be eternally grateful for that. And I also know that some knollies take this for granted. I understand that we all go through pressures at a personal front and it's completely human to feel that way. Let me assure you that this was not an easy task for us to accomplish. These bullet points don't obviously do justice to the grit, resilience, sleepless nights and steadfastness that every leader at KNOLSKAPE had to demonstrate to get this done.\n8. We converted the handicap of not being able to meet customers face to face into a strength by going after global accounts. We have some inspiring success stories on that front. We doubled down on the US and have brought a senior leader on board in the US.\nOur actions:\nWe used whatever we saved to expedite salary reinstatements ahead of time even when there is uncertainty still looming in the economy.\nYour jobs are 100% safe.", "responseOriginal": null, "countNotHelpful": 0}]
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Mar 15th, 2021 07:09PM
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Mar 15th, 2021 07:09PM
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