Airblack is an India-based beauty education and commerce platform that connects aspiring beauty professionals with creator-led courses, masterclasses and branded product offerings. The company offers online training in makeup artistry, hairstyling, s...
"I joined as a content specialist and stayed for the people," says one mid-level employee. You will hear a lot of that: teams are generally tight-knit, passionate about creator-first education, and willing to help. Another testimonial from a product hire notes, "I loved the fast pace — you learn by doing — though sometimes deadlines are intense." Some newer hires mention onboarding felt informal but friendly.
If you search for company culture at Airblack or ask peers about working at Airblack, you will consistently hear reports of energetic teams, strong belief in the product, and colleagues who care about craft. For those who thrive on collaboration and quick impact, these voices are encouraging.
The company culture at Airblack leans startup-like: energetic, mission-driven, and focused on growth. Creativity is encouraged, and there is a visible emphasis on creator empowerment and practical outcomes. Decision-making can be quick, which is motivating when you want to ship work fast.
At the same time, some employees say processes are still maturing. You will find moments of ambiguity around roles or ownership, but there will also be lots of autonomy. If you are looking for a rigid hierarchy, this is not it; if you want to influence product and see your ideas implemented, the environment is receptive.
Work-life balance at Airblack varies by team. You will get a balanced schedule in many roles, especially in operations and learning design, where processes are better defined. In growth, product launches and marketing campaigns can create peaks of long hours. Many employees appreciate flexible schedules and the ability to work remotely when needed, which helps with personal commitments.
Overall, work-life balance at Airblack is manageable for most, but you should expect occasional crunch periods around launches or high-priority projects.
Job security at the company is moderate. The organization operates in a competitive edtech space, and there is an inherent scale-up risk. There have been occasional reorganizations to align resources with strategy. However, core teams that drive revenue and product delivery are typically protected.
Prospective candidates should evaluate role stability by asking hiring managers about runway, team goals, and headcount plans. That will provide a clearer picture for that specific position.
Leadership is visible and engaged. Founders and senior leaders are often vocal about vision and product direction. They will champion creator-first initiatives and are accessible for town halls or Q&A sessions.
Management styles are mixed across teams. Some managers are strategic and empower teams; others are more hands-on. Overall, the company values transparency and quick feedback loops, but the consistency of managerial approach can vary between departments.
Manager reviews often praise mentors who take time to develop junior talent. Employees will mention supportive managers who provide regular check-ins and constructive feedback. Critiques usually focus on managers who struggle with prioritization or who are stretched across multiple projects, leading to intermittent guidance. When interviewing, it is worthwhile to ask about your potential manager’s style and current bandwidth.
Learning & development is a strong point. There are internal knowledge-sharing sessions, access to content libraries, and cross-team shadowing opportunities. Instructors and product teams benefit from hands-on training, while marketing and sales teams have periodic skill-up programs.
The company supports external learning through stipends or sponsored courses for approved programs, particularly for roles tied to creator education and product strategy.
Opportunities for promotions exist but are competitive. The company rewards impact and measurable results; promotions are commonly tied to clear achievement metrics and business outcomes. If you consistently deliver and demonstrate leadership, you will find growth paths. That said, timeline expectations should be realistic—promotions are not automatic and require demonstration of sustained impact.
Salaries are generally market-competitive for a mid-stage startup in the region. Typical ranges (approximate):
Local variations apply by function (tech and product roles tend to be higher). Candidates should discuss exact ranges during the hiring process to get role-specific figures.
Bonuses and incentives are performance-linked. There are quarterly or annual performance bonuses for some teams, sales commissions for revenue-facing roles, and spot bonuses for exceptional contributions. Employee referral bonuses and milestone-based incentives for creators or instructors are also common.
Health benefits typically include group health insurance covering employees and dependents with reasonable limits. Additional offerings may include mental health support or counseling, and basic wellness initiatives. Parental leave policies are in place and align with regional norms, often supplemented for certain roles.
Engagement is active: regular town halls, product launch celebrations, and team offsites are part of the rhythm. Learning sprints, internal masterclasses, and informal meetups help build community. Employees enjoy flexible, low-pressure social events that focus on learning and bonding.
Remote work support is available. The company offers work-from-home flexibility, occasional equipment stipends, and collaboration tools to support distributed teams. Remote hiring is accepted for many roles, though some on-site presence may be required for roles tied to in-person events or studios.
Average working hours are around 9–10 hours on workdays during normal cycles, with spikes during launches or major events. Core hours tend to be flexible, and many teams adopt asynchronous communication to reduce meeting load.
Attrition is moderate and reflective of fast-paced startup life; some turnover happens as people seek different growth paths. Historically, there are no widely reported mass layoffs, though periodic restructuring has occurred to align with strategic priorities. Prospective hires should ask during interviews about tenure averages for similar roles.
Overall, the company is a solid choice for those who want to grow fast, learn hands-on, and contribute to creator-focused education. The company culture at Airblack and work-life balance at Airblack are often praised by current employees, and working at Airblack will give you exposure to cross-functional responsibilities in a dynamic setting. On a scale of 1 to 5, the overall company rating would be 4.0 — strong on mission, learning, and team spirit; moderate on process maturity and long-term role certainty.
Read authentic experiences from current and former employees at Airblack
Supportive leadership and lots of learning opportunities. At Airblack I’ve been given ownership of projects and regular upskilling sessions which helped me grow quickly.
Compensation could be more competitive; occasional sprint weeks get long and stressful.
