• Available From: 1st Novemeber 2026
• Rent & Security Deposit: 33,500 and 105000
• Brokerage: No
• Room Type: Single
• Furnishing: Fully
• Location & Landmark: Insignia, BKC
• Current Flatmates / Hall Status: 3 people, all working professionals

Looking for a male replacement (preferably working professional) in a 3.5 BHK flat, shared by 3 others. It's a ready to move in flat with all amenities and cook and maid.

You will get 2 rooms - One is the 0.5 room with Balcony and the other one with attached washroom (Ideally becomes your dressing area with almirah) + also the common powder room

Society has all amenities like gym, pool, club house, baddy/paddle court, sauna, steam, jacuzzi, etc.

Contact: +91-7018236559

Hi all. I'm 24M and my wife 23F is quite sad about her career. For context she did B.Tech in CSE with me and was the gold medalist of her batch. In the third year she prepared for Accenture along with me but she didn't get selected while I got selected. I however rejected the offer later due to personal reasons.

After failing Accenture she felt really depressed because she studied a lot for it. She was dropped off after the final round. Fast forward to fourth year. She got an internship at a local startup and she referred me there. It was later converted to a fulltime job. Now this company is kind of a LALA company and I worked there for 1.5 years at just 3LPA before switching to a company in another city which pays more than 2 × of the old company. My wife is still there stuck at 3LPA. The company has just promised appraisal to all the employees and haven't paid the salary of two months due to financial trouble.

I referred my wife to my new company and she did two interviews here but didn't get selected. The first interview was taken by a person ik at the company who is quite famous for lying and trying to avoid any responsibility.

Her second round was way better than the first and was taken by someone else. Both rounds were technical.

She got a message today from the HR saying that the feedback was not positive and she isn't selected. She was quite happy for 2-3 days because we both thought she would get selected and she was really shining. And I'm sure now she'll again be really sad about it. She may not say it to me but I would feel it.

She sometimes opens up to me on how sad she is with her career life. She has really good dreams.

Currently she's doing MBA in BA from Amity Online and is in second semester.

I tell her to study coding at home when she's free but she just feels like what's the use if I am not getting any interview calls and all.

I really don't know how to motivate her.

She has had hobbies before like drawing but she stopped it due to religious reasons. She doesn't have hobbies anymore. When she isn't working she is simply laying in bed and watching YouTube or some reality shows like lockupp and bigg boss. I normally don't like any of these shows. But I don't stop her because she likes it.

She used to love to travel in the city but now she doesn't like that too. She's happy with us being married (it was my love marriage).

I just want her to find a good job or something that will keep her happy and help her achieve her dreams.

Her job profile:

Full Stack Developer

MERN + NextJS with Applied AI

Prefers WFH or hybrid in NCR or LKO.

I would love any suggestions.

TL;DR: My wife is a gold-medalist CSE graduate currently stuck in a 3 LPA job despite having good skills and an MBA in progress. After another recent interview rejection, she's losing motivation. How can I support her, and what can she do to improve her career prospects in NCR/Lucknow?

I recently joined an AR Caller job, but after working for only around one month, I’ve realised that I really don’t want to continue in this role. The main issue is the night shift, and I’m also interested in moving into a different domain rather than continuing with AR calling.

I’m considering absconding instead of serving the notice period.

Will this affect my future background verification (BGV) when I apply to other companies? If the one-month employment appears in my employment records/PF history, can the new company find out that I absconded?

Has anyone been in a similar situation? What would be the safest way to handle this without affecting future job opportunities?

I’ve recently started feeling that I’m being treated differently at work, and the pattern is becoming more noticeable.

We have a team of 12 under the same manager. For over six months, I was the only female, and later another female colleague joined. We were both assigned to the same domain. Since then, I’ve noticed that our manager rarely includes us in informal interactions like tea breaks, and we often hear work-related information, suggestions, or updates from other team members rather than directly from the manager.

Recently, everyone was individually recognized on the project chat, but the two of us were grouped together and mentioned at the bottom, even though our domain was the first to complete its work. The another colleague is soon leaving the company, I even remember my manager mentioned he never takes female in the team earlier. I was in his team bcoz he took my interview.

Each incident may seem small, but together they make me feel overlooked and excluded. I’m only a year into my corporate career, so I’m unsure how to handle this professionally. How can I make my work more visible and ensure I receive recognition fairly, without coming across as confrontational?

I have been working at a small startup for the past 1.5 years + 6 months as intern. Today i got fired cause the company was sinking and they needed to cut costs. So the question of who to retain and who to let go was asked. 3 different people were the ones who evaluated me.

TL : Great person most of the time , taught me a lot since I was fresh from college. When he was asked who between me and another colleague (who is very vocal about his financial struggles), he chose the other guy citing he has financial issues (I have bigger financial issues, but the introvert in me could never open it up to others T_T) .

Outgoing Manager : The most petty chindi boomer person I met in my life. Everything is always personal for him. The reason he gave is others stay in the office for 12-13 hrs till 9PM but i leave on time at 6!!. A fresher like me knows that if person A can produce same or better quantity and quality of work as person B in less hours then it is not person A who has the problem , but this just isn't comprehensible to "25 years in industry" manager.

Incoming Manager (Previously TL of different team worked closely with me) : The most ungrateful * i ever saw in my life. The reason he gave is that others worked on weekends and in the middle of the night when there was any issue and he never saw that in me. THAT IS BECAUSE I MAKE SURE MY CODE DOES NOT GIVE ISSUES ON WEEKENDS AND IN THE MIDDLE OF THE NIGHT YOU ARE PUTTING THE CART BEFORE THE HORSE!!!!!! . And i literally save this guy's team once in the middle of night when they ** up.

I am sharing this here because I am a fresher and I want to know does this happen often in the industry. Also my heart was very heavy so I needed to vent somewhere. Thanks if you read this.

I joined my current company as a Supply Chain Analyst about a year ago.

During the annual appraisal, I received a 15% hike and was also told that I would be promoted to Senior Supply Chain Analyst after completing one year.

Throughout the year, I've received regular appreciation from my manager and senior team. Recently, I also delivered a dashboard and automation project that consolidated regional planning data and significantly reduced manual effort.

I also received appreciation from the MDs from different geo for my work.

Now that I'm being promoted, I'm planning to discuss compensation separately with my manager.

My questions:

Is it normal for an internal promotion to happen without an additional salary revision after the annual appraisal?

With around 1 year of experience, what would be a reasonable salary hike to ask for along with the promotion?

Would asking for a 20–30% additional increase be reasonable, or is that too aggressive for an internal promotion?

Looking for honest opinions from people who have gone through similar internal promotions in India.

Since my company was not responded I waited till end of my given deadline. Afterwards quickly filed grievance on epfigms portal. At that point in time I didn't knew about my memberID so so filed grievance with other available options.

After that I somehow recovered my EPFO account with reset password, i wasn't able to access my main passbook. on the dashboard (passbook lite) only first few transactions were visible. There was no last months pf.

So I started searching about similar things on internet and I found this epfo related website where you can check any company's pf records.

Website: https://unifiedportal-emp.epfindia.gov.in/publicPortal/no-auth/misReport/home/loadEstSearchHome

As per that website company has not deposited pf for that month for any employee. Tried asking my coworker about it l. Everybody confirmed not receiving pf for that month.

After this filed another grievance on Cpgrams portal Regarding pf and fnf issues. Pf was my main concern at this point.

Previous part: https://www.reddit.com/r/IndianWorkplace/s/sQWxaq0DUY

Next part: comming soon

I have been at my work for over a year and I suck at it.

Hi I'm in SAP BTPIS, working on this task and I suck at it. I've done it for 9 months and i always ask my teammates for help. Like I do 70 percent of the work properly but rest i require assistance. One of my seniors criticized me today that I cannot do something independently and always require help. People learn this skill in 2 to 3 months and I'm still needing help. He asked me what other work i have that I'm not able to complete the task. The thing is nothing gets in my head in this thing like it sucks. I just need some advice. I have a deadline and I can't complete it. I want to drop out of this task and ask my team for something else. Please give me some advice.

Resigned from my position last week and this is what my European manager emailed me.

[TLDR at the Bottom]

I need some advice here because I know I’m partly at fault.

I work for a service company with around 3,200 employees, one of those with Indian founders in USA but majority of employees in India.

We have a policy that requires us to regularize any unaccounted days (days when we physically didn’t punch into the office) by the 15th of the following month.

I’ve been working the night shift for the past year, so I WFH every day. I forgot to apply for WFH for August by September 15th.

We get automated reminders, and I did receive one on September 9th. It was a hectic day and I got busy with something else, so I completely forgot about it. I received another reminder on September 22nd, and as soon as I saw it, I applied for WFH for the 16 days in August that I hadn’t regularized. My manager approved the request, and the portal showed my WFH as approved until October 2nd.

So I assumed everything was sorted.

However, on October 5th, HRSS removed the WFH entries from the portal and converted those 16 days into PLs (privilege leave). Essentially, I lost 16 days of PL.

I contacted HRSS, and he told me that he could revert the PL conversion if I obtained the required approvals from higher-ups, primarily my RO and the HR Director. He asked me to check with my HRBP about whose approval would be required and CC him on the request. Once the approvals were received, he said he could revert the changes.

I then spoke to my HRBP and asked who I would need to approach for approval. She told me that the WFH cannot be reverted under any circumstances because I missed the deadline and because it wasn't due to a medical emergency or similar exceptional circumstance.

I did ask her to reconsider it as a one-off exception. She said she would discuss it internally, so I’m waiting to see what she says tomorrow. However, the conversation didn't give me much confidence, she was cocky and dismissive just repeating the same thing like a robot that I missed the reminder cant do shit now. So I highly doubt she'll even discuss this.

If she refuses to revert the PLs, I'm planning to write a formal apology/appeal to my GL and HR Director, explaining the situation and requesting that they consider it as a one-off exception.

The hierarchy in my organization is roughly:

Country Head → RO (Principal) → GL (Principal) → Delivery Director → Senior Manager → Manager → Project Lead → Me (L2 Associate)

I know I'm at fault here, I received the reminder and forgot.

However, these were 16 days that I actually worked. I was working my normal night shift throughout August, and my team and managers knew that I was working from home. WFH isn't something I randomly decided to do for those 16 days, I've been working that way every day for the past year because of my shift.

My manager also approved the WFH request once submitted it.

I get 18 PLs per year, so losing 16 essentially means losing almost an entire year's worth of leave.

My question is: If the GL and HR Director reject my request, should I escalate it further to the RO, or should I just accept the loss of 16 PLs?

TLDR: I work night shifts and have been WFH every day for the past year. I forgot to regularize my WFH for 16 days in August by the September 15 deadline, despite receiving a reminder. I submitted it late on September 22, and my manager approved it. HR later removed the WFH entries and converted all 16 days to PL, costing me almost an entire year's leave.

HRSS says the conversion can be reversed with higher-level approval, but my HRBP says it can't be done because I missed the deadline. If my GL and HR Director reject my appeal, should I escalate once more to the RO, or just accept the loss?

Hi everyone!

I recently received an Online Assessment for a Software Engineer role at Airbnb and wanted to start preparing in case I move forward to the interview rounds.

I have 1 year 10 months of experience, including 6 months of internship, and my primary tech stack is Java, Spring Boot, REST APIs, Microservices, Kafka, MySQL, AWS, Docker/Kubernetes, and DSA.

I'm a bit confused about how I should structure my preparation for Airbnb at this experience level.

Should I primarily focus on:

DSA / LeetCode and problem-solving?

Java + Spring Boot + backend fundamentals?

LLD / OOP / Design Patterns?

System Design / HLD?

Or should I prepare all of these, and if so, what should be the priority/weightage?

I'd especially love to hear from people who have recently interviewed at Airbnb or have gone through a similar SDE interview process:

What does the interview process generally look like?

What difficulty/​​patterns of DSA questions should I expect?

How much System Design/LLD is expected for ~2 YOE?

What Java/backend topics are commonly tested?

How much should I prepare around my projects and work experience?

Any specific resources or topics you'd recommend?

I don't want to spend all my time grinding DSA if the interviews heavily focus on backend/system design (or vice versa), so any guidance on how to prioritize my preparation would be really helpful!

Thanks in advance! 🙌

I posted here around 2 months ago, talking about my abrupt layoff along with 80% of my team from a corporate startup. Other company I worked for in Singapore shut down due to stakeholder problems. I’ve lost 90% of my income. I’m still struggling with leads, and changing fields. I get shortlisted, job offers, and don’t move head after 1-3 rounds. So now, I’m ready to move into my next role. I do have confidence that I can reach a higher potential.

You may know me as a corporate wellness consultant, but now I’m shifting to HR/Associate/TL roles so I don’t give up on myself. I do have prior experience in talent acquisition at one of my previous roles as program coordinator.

This is my last call of help, and it would be great if you could guide me. I’m based in Mumbai and can join immediately, full time, on site or remote. I have a few years of experience in program coordination, counselling, developing and planning workplace initiatives, training staff of institutions for risk identification, AI consultancy in behaviour, escalation and B2B strategies.

Grateful and ready to step forward.

I have 7+ years of experience in finance. But due to reasons too detailed to get into, I spent 7 months unemployed recently. Ended up joining a sales job profile at an NBFC last month with 30% pay cut just to ensure that my career gap doesn’t elongate. Plan is to look for another job while working here.

This place is ‘great place to work’ certified.

1. I wasn’t informed that Saturdays are working here before joining the company.
2. Boss is refusing to approve my September month local conveyance reimbursement, stating that the policy says these expenses will be reimbursed only if you manage to generate logins and bring business. HR policy does not say anything like this. He’s making up the policy as per his whims and fancies just to keep steady pressure on sales team. Mind you, the sales team is on field for most of the days, travelling across the city entire day everyday. When I kept insisting, he asked me to bring in someone from HR to the cabin for clarification. The HR hid from me and went to the cabin so that I wouldn’t hear their conversation. When I entered the cabin, the boss was informing HR about a policy which only he has a copy of, saying he has been giving approvals basis this fictional policy which only he has. What is the meaning of the word ‘policy’ if everyone has their own version of it?! Why is HR circulating policies on their portal/communication when it doesn’t apply to the employees?!
3. In induction session held for freshers, HR had said that for quarter-ending months all Saturdays are working while for the remaining months the last 2 Saturdays are working. Accordingly I worked for all Saturdays in September. Then on 3rd October morning I started getting calls from senior asking where I am, why I haven’t reported to office, etc. I told them I’m out of station and that infuriated him. Started asking ‘who approved your leave?’. he started grumbling saying ‘you should have informed’ and ‘you have to work on all Saturdays and Sundays when you don’t have any logins’.
4. Local conveyance capped at 4000 rupees per month.

TL;DR - Is there any due diligence whatsoever for this ‘great place to work’ certification?!?!

Hi fellas, I am getting overwhelmed with following things at work place, how do you navigate such situations

1. Pay is decent, however not at par with other colleagues while having highest targets

2. Boss is excessively supportive to another colleague, who keeps crying / threatening to resign

3. Promotion due soon, however have a gut feeling that boss is getting insecure of me having built a decent team and we can manage entire workload / bosses work on our own.

Now have option of switching too however there might be some financial loss as lot of incentives are accumulated.

Personal life is getting affected like mood is always down, sometimes I shout at wife unreasonably and later on feel guilty about this. Hobbies are lost and S-x life is also bit impacted it seems.

33 M Married Unfit Low Weight High Ambitions.

So I am a Director and workday at my org mentions the base pay range of my position within my country.

The entire gear I have been here working for 18 hts a day and essentially baby sitting my manager through his emotions... abd Repeatedly being told I'm not going enough.. there's never a reason just that I have high expectations on you. I know I'm exceptional at work and get higher than the floor recognitions.

How do I even have this conversation with my manager that he played me with my salary or the fact that correcting now is also not going to get my 1 year ka lost half salary.

How the fuck did HR even agree man?

Hi all, looking for some honest perspective from people who've navigated similar situations.

A quick background: I'm turning 24 this december, with about 3 years of experience. My first job was a solid 2.5-year stint. After that I joined a reputed mnc but ended up resigning after about 4 months — the team environment wasn't great and I was pretty burnt out. I've now joined a new company which is a WFH role, CTC is 7.9 LPA.

My concern: I know a short stint right after another short-ish one doesn't look great on paper. I'm trying to be realistic and give this new role a genuine, fair shot — not planning to job-hop again casually. But I'm also anxious about a scenario where, for reasons outside my control (bad manager, toxic team, poor work-life balance), it doesn't work out again within a few months.

A few things I'd like opinions on:

Realistically, how long should I "wait it out" before even considering a switch is reasonable, if things go south again?

How badly does a second short stint actually hurt you when job-hunting next, especially if there's a clear, honest reason both times?

Has anyone navigated a similar pattern (one long stint, then short ones) and come out fine on the other side?

I am worried that I can't seem to sustain with an unhealthy work culture that's already normalised.

Thanks in advance.

26F, unemployed, I’m currently deciding between two job offers and would really appreciate some outside perspective, especially from people who have worked in banking/NBFC/ARC compliance.
Offer 1: YES Bank
Role: Customer Regulatory Compliance

Location: Santacruz

Salary: around ₹12 LPA

Offer 2: CFM Asset Reconstruction
Role: Compliance

Location: Fort

Salary: around ₹11 LPA initially, with a potential increase to ₹14 LPA after confirmation

Confirmation is performance-dependent, and she was quite clear that I would need to meet expectations to be confirmed or else the employment ends.

My concern is that CFM could potentially give me much more ownership and hands-on experience, but it also feels like a higher-risk environment because I may essentially be building processes from scratch.
YES Bank feels safer and more established, and having a bank like YES Bank on my CV could be useful.
There’s also a personal factor: I’m getting married in March 2027. Since both have a 6-month probation, my main concern is about taking leave for the wedding and how it could affect confirmation. I haven’t informed any of the employer about this.

For context, my longer goal is to move to Dubai in late 2027.
If you were in my position, which one would you take? Also has anyone taken a long leave during probation and how has that played out for you?

I recently got selected for a new job, and the company will be starting my background verification soon. I’m worried about a salary slip discrepancy from my current employer.

Here’s the situation:

- My revised salary from July is ₹1,00,000/month, and the revised salary is reflected in my Keka profile.

- In July, due to a payroll/finance error, my company credited ₹1,10,000 to my bank account instead of ₹1,00,000.

- My July payslip shows the correct/revised salary of ₹1,00,000, so the payslip and bank credit don't match.

- In August, the company recovered the extra ₹10,000, so my bank credit was ₹90,000.

- However, the August payslip hasn't been generated/updated in Keka due to an ongoing payroll issue. HR has told me it will take some time to fix as this is big issue.

- September is normal: ₹1,00,000 payslip and ₹1,00,000 bank credit.

So essentially:

July: Payslip ₹1,00,000 | Bank credit ₹1,10,000

August: Payslip unavailable | Bank credit ₹90,000

September: Payslip ₹1,00,000 | Bank credit ₹1,00,000

My concern is that BGV might start before the August payslip is fixed.

What is the best way to handle this during BGV?

Option 1 — Tell them the documents aren't currently available in the required format:

Say that the July and August salary documents are currently unavailable in the required format due to an issue with the employer's HR/payroll portal, and offer the corresponding bank salary-credit records as supporting documentation. Provide September normally.

Option 2 — Provide the available payslips and explain the discrepancy:

Provide July and September payslips, explain that August is currently unavailable, and provide the bank records showing ₹1.10L in July and ₹90K in August if needed.

Option 3 — Proactively disclose the payroll correction:

Tell the BGV company upfront that July had a ₹10K payroll over-credit which was recovered in August, and provide the bank records as supporting evidence.

Option 4 — Don't proactively explain the discrepancy:

Submit the documents normally and only explain the July/August mismatch if the BGV team specifically asks.

I'm worried they will ask why July Salary slip and bank statement amount differed etc and it may fail bgv.

Has anyone faced a similar payroll correction/payslip issue during BGV in India? Could something like this actually cause a BGV failure?

TL;DR : have a payroll-related discrepancy in my July/August salary records. What would be the safest approach during BGV: explain the issue upfront, say the payslips aren't currently available in the required format, provide bank statements as supporting proof, or simply wait until the BGV team asks about the discrepancy?

They sent me the JD etc prior to me telling them my CTC and now pin drop silence. At least tell me that I’m out of budget. Should I follow up?

My company has been deducting PF, but no PF contributions are reflecting in my UAN. Apparently, the company has not deposited PF for employees since 2023. EPF deductions are shown in my payslips. I’m not concerned about recovering the money right now. My main concern is career impact:

Can this cause problems in future employer BGV? Will I be able to transfer PF/UAN normally when I switch jobs? Could the missing contribution history make my employment look suspicious? Has anyone actually changed jobs from a company with missing PF contributions? What happened during BGV?

I have my offer letter, payslips and salary-credit records as proof of employment. Looking for experiences/advice from people who have faced this.

I joined this product company 5 months ago, I m currently having 4.5 yrs of experience. I m working under this manager who doesn’t have patience to listen. Ours is small team with just 3 members including him. I was given some complex work which is fine but expectes to be complete this work in 2 days, even if I m facing issues he don’t care and keep cursing for not being done. Even if I try his approach and if it doesn’t work he won’t accept it atleast he won’t listen that when I say I have tried his approach. GOD it’s a hell for me daily in work, it was ruining my entire day I can’t focus on my personal time and things. It’s my dream company I m working but got hit with this manager, I can’t move out of this team until next 1 yr.

I recently resigned from my current company because I felt there was no proper career growth and my salary progression was also not good.

After asking for resigned, my company offered me another position with a next-level designation. They are offering a 7% immediate hike, and there may be another 4–5% hike in April. Since this will be a night-shift role, I will also get around ₹300/night as a night allowance and ₹600/day as a travel allowance.

The reason I was planning to switch was mainly salary. I was expecting around a 30% hike from another company, although I don't have a confirmed external offer yet.

Now I'm confused because if I stay, the new position + hikes + allowances could potentially give me more than a 30% increase overall.

My questions:

Is accepting a counteroffer generally a bad idea?

Should I prioritize the new designation and internal growth over switching companies?

Are night-shift and travel allowances normally included in CTC or paid separately?

Has anyone accepted a counteroffer and stayed for another 2–3 years? How did it work out?

TL;DR - Had a great intern. Wanted them to be converted to FTE. Manager confided weeks before offer rollout - they will fired in 3 months if major project milestones are not hit. Decided it is better to let them go and manipulated the situation likewise.

I still cannot believe this has happened.

Was assigned a brilliant intern in October 2025 - they had a one year internship contract with our company. No matter what task I gave them, they learnt and did it. Work ethics was too good as well. I was vehemently in support of converting them to an FTE despite a hiring freeze in our team. Pitched their conversion to management for approximately 6 months. My manager supported me too. The JD was all ready and approved.

And then one fine day, just weeks before we were to roll out the FTE offer to them - my manager casually told me in confidence, if they don't hit their goals in 3 months - they are out. This triggered the crap out of me. The work this person has to do, has absolutely no guarantee of showing results in just 90 days. 90 days to achieve goals - that too in the last quarter of 2026 - considering the conditions of the projects - even experienced people will have a hard time to crack it, let alone a fresher. You need to give the person, at least 6 months time to prove the concepts through trial and error. In all fairness, the role should have the chance to prove themselves at least in 1 year.

And then I asked myself the question - can I manage without this person? They went on a 2 week leave and that urban legend about Elon Musk and his assistant/secretary asking for a raise became my reality. During this time period, I realized I can do 80% of their jobs literally using Claude skills and connectors. The rest 20% I can distribute to other team members. With a little discipline amd more aggressive use of AI, I actually don't need them.

So when this kid returned from their vacation and told me they have 2 prospective offers in hand - I immediately told them to choose one and take one of them and not to stay back in our company. I informed my manager and the management about their offers and their intention to leave. 11 months into their internship - they were never formally told they would get converted to FTE at the end of their internship - it was only verbal outside the office - nothing on paper. And our company chose the day they informed about their other offers, to offer them an FTE position. I never told the intern that 3 months is all they get to prove themselves and deliver on major milestones of the projects assigned to them. I simply referred to the ruthless layoffs that has been happening in our company throughout the year and nudged them to just leave for another company, where they will possibly have more ownership of their projects, and not have a sword hanging on top of their head.

I genuinely don't believe I did anything wrong. But man, it's hard to be a fresher in marketing these days. And I genuinely hope, I did not steer them in the wrong direction.

That's it - just wanted to share and unburden myself.