Every company claims a great culture. The claims are unfalsifiable; the evidence isn't. Three measurable things reveal a culture: who stays, who advances, and what happens when something goes wrong.
On staying: attrition is the single most honest culture metric in Indian IT. People vote with resignation letters. Our team includes people who joined in our founding year — through market booms when every recruiter in Hyderabad was calling them.
Culture is a supply-chain property — you inherit your vendor's.
On advancing: if every promotion goes to the same profile of person, the company has a type, and everyone who isn't that type quietly starts interviewing. As a women-led company, we watch our own promotion patterns the way we'd advise clients to watch theirs.
On failure: a culture is defined by its worst meeting, not its best offsite. When a project slips, the question in the room is 'what broke in the process?' — not 'who do we blame?' Engineers who've experienced blameless problem-solving once rarely want to work any other way, which loops back to who stays.
For our clients this isn't an internal matter. The contractor we deploy to your team works the way our culture taught them to work. Culture is a supply-chain property — you inherit your vendor's. Choose accordingly.