CelcomDigi

Pros: You get good exposure to the telecom industry as a Junior Data Analyst. The job security is solid because it's a big corporate. They offer some decent online training modules.
Cons: Career growth for entry-level positions, like mine, is pretty slow. It's hard to get promoted internally or move into new roles. I've seen limited opportunities for advancement within the Kuala Lumpur office.
Advice to Management: Please create clearer pathways for career progression for junior staff. More internal mobility options would really help with retention. Invest in development programs specific to emerging telecom technologies.

Pros: The company is huge, so there's always something new to learn if you're proactive. You get exposure to a lot of different tech stacks in the digital services department. Plus, the hybrid work model is a nice perk for work-life balance.
Cons: Career growth for technical roles like mine isn't great. Promotions feel few and far between, even with solid performance reviews. It's hard to move up the ladder in such a big corporate structure.
Advice to Management: Management should really look into clearer career paths for individual contributors, especially for engineers. It'd boost morale and retention if people saw a path forward beyond lateral moves.

Pros: It's a stable company in the telecoms industry, so there's job security. You get exposed to many different digital services projects, which is good learning for a Marketing Executive. The hybrid work setup in the Kuala Lumpur office is also a plus.
Cons: Progression feels really slow here. There isn't a clear path for career growth, especially for Marketing Executive roles. I've seen many people stuck in the same position for years.
Advice to Management: Create clearer development plans and promotion criteria for all levels. Invest more in internal training for different digital services roles.

Pros: For a big corporate telecom company, the benefits are decent. The hybrid work policy is a huge plus, especially with traffic in Kuala Lumpur. My team in technical operations is really collaborative and supportive.
Cons: The company culture feels pretty fragmented post-merger; it's tough. You can tell Celcom and Digi ways are still clashing. Transparency isn't great, especially regarding decisions for digital services projects.
Advice to Management: Work harder on truly integrating the two company cultures. Provide clearer communication from top leadership down to teams like ours working on the mobile network.

Pros: You'll gain broad experience in the telecom industry and digital services. As a Product Manager, I got to work on diverse projects in the Kuala Lumpur office. It's a good place to build foundational skills in a large corporate setting.
Cons: Formal career progression paths aren't very clear. Internal promotions for my role felt infrequent. You often need to push hard for new opportunities or even look outside to make a significant leap in your career.
Advice to Management: Focus on creating clearer, more transparent career pathways for employees. Improve internal mobility and make promotion criteria more accessible. Recognize and reward internal talent faster.

Pros: Honestly, being part of a huge merged company means CelcomDigi isn't going anywhere. There's constant essential work in the telecommunications industry, especially maintaining network infrastructure. My role as a Network Operations Engineer in the Kuala Lumpur office feels solid these days.
Cons: Initially, the job security after the CelcomDigi merger was a real concern. There were lots of rumors about redundancies, which made everyone anxious. You could feel the uncertainty in the office for months, wondering if your role would be impacted.
Advice to Management: Management needs to be more transparent about long-term plans for roles and departments after the big merger. Clear communication would really help calm employee fears in the telecoms industry.

Pros: The medical benefits here are really good, better than some other big tech companies. You get a solid basic salary which is decent for a Network Engineer. The WFH hybrid model helps save on commuting costs in Kuala Lumpur.
Cons: Annual increments are often really small, barely keeping up with inflation. Performance bonuses aren't always transparent or very generous. It feels like you're underpaid compared to the market rate for similar telco roles.
Advice to Management: Review the compensation structure, especially for experienced Network Engineer roles. Transparent performance metrics for bonuses would also help improve employee morale.

Pros: The hybrid work model is a huge plus, letting me WFH a couple days a week. Annual leave is decent for a big corporate company, which helps with burnout.
Cons: But as a Software Engineer, project deadlines often mean I'm working past 6 PM. It's tough to maintain a strict 9-to-5 in this fast-paced telecommunications industry, especially during product launches.
Advice to Management: Try to better manage project scopes and timelines to reduce the need for constant overtime. Empower team leads to push back on unrealistic deadlines.

Pros: The hybrid work model is a huge plus; it helps a lot with personal appointments and avoiding the daily Kuala Lumpur traffic. For engineering roles, there's often decent flexibility when it comes to daily schedules.
Cons: Project deadlines in the demanding telecommunications industry can get pretty intense. As a Senior Software Engineer, I've had weeks where I definitely worked over 40 hours to hit targets.
Advice to Management: Focus on better project planning to prevent consistent crunch times for the technical teams.

Pros: You learn a lot if you're proactive, especially about the telecommunications industry. It's a solid place for a first job to get experience in a large enterprise. Some internal training platforms are available.
Cons: Moving up as a Junior Marketing Executive in the Kuala Lumpur office is slow. There aren't many clear paths, and promotions don't seem to happen often. It feels like you get stuck in your current role pretty easily.
Advice to Management: Management really needs to create clearer career progression frameworks for employees. More internal mobility programs and mentorship for junior staff would help keep people motivated and improve retention.