The Glamour of IT Masks a Nightmare - Underneath Lie Fake Jobs, Broken Promises, the Despair of a Generation, and the Government Does Nothing

The IT industry, often glorified as a realm of opportunity, innovation, and success, hides a much darker truth beneath its shiny surface. Beneath the glamorous facade of high-paying jobs and cutting-edge technologies lies a world of exploitation, broken promises, and the crushing despair of a generation that is being misled into believing they are on the path to success.

From fake job postings to the brutal realities of low wages, long hours, and empty promises, many are being trapped in a cycle of hope that never materializes. What's worse is the lack of accountability. The government remains largely silent on these issues, turning a blind eye to the fraud and exploitation that is rampant in the industry. The system is failing the very people it was meant to support, leaving young professionals stuck in a toxic cycle with no way out.

As more and more companies, especially mid-level firms and startups, exploit this generation's ambition, the government does nothing to regulate or intervene. The industry continues to operate under the guise of "innovation," but it's clear that it's nothing more than a façade for poor business practices and unfulfilled promises. It's high time for real change, but until then, the generation of dreamers continues to suffer in silence, desperately clinging to hope that never seems to come to fruition.

1) Lack of Training - Students Thrown into Work Without Preparation

A common practice in many companies is hiring fresh graduates or college students and assigning them work immediately without providing proper training. They claim to offer "on-the-job" training, but in reality, employees are left to figure things out on their own. These companies often show this as a way of helping the government by providing jobs, but they do little to actually help employees grow. This leaves freshers frustrated and unprepared, which affects their career growth and confidence.

2) Salary Illusions - The Harsh Reality of Your Take-Home Pay

Startups and mid-level firms often lure employees with promises of attractive salaries ranging from ₹44k to ₹50k for those with three years of experience. The figure looks appealing, but the true take-home salary is frequently much lower, sometimes dipping to ₹30k or less after negotiations. This discrepancy can feel like a bait-and-switch, as employees are misled into believing they're entering a high-paying job, only to realize that the real compensation doesn't match the promise. This misrepresentation not only undervalues the efforts of IT professionals but also creates an environment where salary expectations are set unrealistically high, leaving employees disillusioned.

3) The Bond Trap - Tied to Penalties and Vague Terms

In an attempt to ensure employee retention, many companies require workers to sign bonds committing them to stay for a specified period. However, when the company decides to lay off staff or hire cheaper labor, these bonds become a method of control. Want to leave before your bond period is up? Prepare to pay hefty penalties, often between ₹2 to ₹5 lakhs. In some cases, your bonuses are held hostage if you're not assigned to a project, leaving you in limbo. This practice can feel like a gilded cage, where your career decisions are dictated by policies designed to trap you rather than support your growth.

4) Loyalty Without Reward - The Paradox of Employee Dedication

LinkedIn, Naukri and other job portals often seen as the go-to platform for job seekers, is filled with fake job postings. While it's supposed to be a trustworthy source, these platforms do not verify whether these jobs are legitimate or not. Many candidates fall prey to these posts, believing they are applying for real positions, only to find out that they are scams or low-paying offers disguised as high-profile jobs. People get tricked into applying, wasting time and effort on non-existent opportunities.

5) Loyalty Without Reward - The Paradox of Employee Dedication

Employees dedicate years of their lives to companies, working hard to drive success. However, the expectation of recognition and growth often goes unfulfilled. Instead of rewarding dedication with promotions, raises, or opportunities for advancement, many companies push loyal employees out or actively seek replacements. The loyalty that employees show to their companies is often met with indifference, creating a toxic environment where commitment is no longer valued. This lack of appreciation leaves employees feeling unimportant and unmotivated, contributing to widespread dissatisfaction within the workplace.

6) One Person, Multiple Roles - Overwork Without Recognition

In many start-ups and mid-level firms, employees are expected to handle multiple roles - like design, development, testing, deployment, and reports - all under a single job title. It's a strange reality where you're doing the work of multiple departments but still stuck with just one title. When you ask for a role clarification, the response is often something vague like "your expected results weren't met," even though you've been doing all the work for years. This lack of recognition and proper role assignment is a form of exploitation that many employees face.

7) Misleading Experience - Freshers and Junior Developers Used for High-Level Projects

Start-ups and mid-sized companies often present freshers or developers with 1 to 2 years of experience as having 5 to 7 years of expertise to secure bigger projects from clients. These developers are unaware of the deception, thinking they're gaining experience, but in reality, they are being exploited and overworked without the corresponding pay. Instead of proper training and mentorship, they are assigned high-responsibility tasks for which they are not adequately prepared.

8) Misleading Experience - Freshers and Junior Developers Used for High-Level Projects

In many companies, there is no transparency in salary distribution. Even when employees perform similar roles, their salaries can vary drastically. For instance, one person might earn ₹20k, another ₹28k, while someone else may earn ₹60k, even though they're doing the same work. This disparity is often based on negotiation tactics and who convinces the management better, not on skill or experience. This kind of uneven pay distribution leads to dissatisfaction and a lack of trust among the team.

9) Misleading Experience - Freshers and Junior Developers Used for High-Level Projects

Many employees in the IT industry end up with job titles that don't reflect their actual work. For example, a web designer might be responsible for integrating APIs and handling frontend development, but the company still sticks with the title "Web Designer," not acknowledging their broader role. Even if they work on mobile development or other areas, the title remains the same. When employees ask for role clarification, they often get vague responses like "expected results weren't met," despite working on these tasks for years. This lack of recognition can lead to frustration and confusion about career progression.

10) The 'Senior' Title Trap - Promoted But Not Paid for It

Many companies have a tendency to call employees "Senior" to make them feel valued, even when they are not given the compensation or responsibilities that align with the title. Despite being labeled as "Senior," the salary remains the same as it would be for someone with just 1–1.5 years of experience. This is a tactic used to create a false sense of importance, while keeping the salary lower than it should be for someone in a senior position. It's a common exploitation method in startups and mid-level firms to get more work from employees without offering a fair pay raise.

11) Salary Negotiation - The Struggle to Get What You Deserve

In many cases, companies turn down candidates who ask for a fair salary based on their experience. If you ask for a salary of ₹16 LPA with 3–5 years of experience, you're often not even called for an interview. On the other hand, if you settle for a lower salary like ₹10 LPA, you might get an interview, but the offer you receive after negotiation could be as low as ₹7.5 LPA in CTC. This shows how the industry undervalues skilled professionals, pushing them into taking whatever is offered instead of giving them what they actually deserve based on their experience.

12) The Notice Period Trap - Opportunity Lost Before It Arrives

Many IT companies start hiring between February and April, expecting candidates to join immediately as replacements. But ironically, these same companies keep a 3-month notice period for their own employees.

By the time someone serves the full notice period, the new opportunity is usually gone. In some cases, companies don't even consider candidates once they hear about the notice period.

If someone wants to leave early, they're forced to either buy out their notice or pay a penalty, depending on company policies. This is unfair.

According to government guidelines, if an employee feels there's no growth in their current role, they have the right to resign and leave. But companies trap employees in long notice periods - often to stop mass resignations during appraisal season.

And when appraisals finally come, most employees receive only a 2k to 5k hike, based on "performance."

13) The Puppet Masters - Bosses Control Everything, HR Just Follows

In many start-ups and mid-level companies, the boss has full control over all decisions, leaving HR and management with little authority. HR is often treated as a puppet, only relaying messages between the boss and employees. They may listen to employees' concerns, smile, and then report everything back to the boss. This lack of autonomy makes employees feel that their voices don't matter and that they have no real power in the decision-making process. It's a toxic work environment where only the boss's agenda gets priority, and employees' needs are ignored.

This is the harsh reality - even a fresher at Google gets a better salary than most of us. And if that's not the case, why does it happen? Why do mid-level firms and startups, despite having so many employees, fail to match the salaries of even Google's freshers? If they lack projects and budgets, then how are they even running their businesses? They've turned into small shops, where innovation, business standards, growth, and even employee welfare don't matter. Time doesn't seem to count for anything here. Why doesn't the government shut these companies down? Does the government only care about government jobs? Why doesn't it see the fraud happening in these companies? Why aren't top MNCs doing something to stop this exploitation in the name of innovation and products?

How did the IT standards fall so low? This is a major question with no answers. Neither top MNCs nor the government seem to care. It's the middle class that is caught in this mess. Top MNCs don't care because, in their eyes, why would a king give anything to a beggar? What can they get from him? Should we be turning educated people into ignorant masses just because they're caught in this system? Should everyone be pushed to run a small shop or go back to farming? Is the value of education limited to just getting a degree and a regular job? Why ISRO has limited job openings, will someone with a BTech degree go back to filling forms for UP Police?

It's not about marks or skills. It's about every individual getting a fair chance when they start their career and seek a job. The competition should start from there, on an equal playing field. Everyone deserves a fair shot, not just a select few.

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