Anmol Biscuits is an India-based bakery and consumer foods manufacturer known for producing a range of biscuits, cookies and baked snacks for the domestic retail market. The company operates across manufacturing, supply chain and branded retail chann...
"I joined as a sales executive two years ago and I still enjoy the bustle on the production floor. The people are friendly and you will learn fast." — field sales rep
"I appreciated the initial onboarding; they gave me a clear sense of where I fit. There are rough days, of course, but I like the team camaraderie." — supply chain analyst
"When I moved from quality control to R&D, the transition was smoother than I expected. Mentors are available if you ask." — junior R&D scientist
These snippets reflect a common tone among staff: honest, rooted in day-to-day experiences, and generally positive about peers and practical learning. You will find both long-tenured staff and newer hires who feel heard, though some say improvements could be made in formal feedback loops.
The company culture at Anmol Biscuits leans practical and team-oriented. People celebrate small wins — product launches, quality milestones, and festival events. There is an emphasis on getting things done, and you will see teams rallying to meet production targets or distribution deadlines.
There is a sense of pride in the product and its reach. At the same time, the culture can be hierarchical in certain departments, which may slow innovation. For those who thrive in hands-on, outcome-focused environments, working at Anmol Biscuits feels rewarding. For those who prefer flat, startup-like structures, it may take adjustment.
Work-life balance at Anmol Biscuits varies by role. Factory shifts are fixed and predictable, but they can be long during peak seasons. Office roles typically follow a standard schedule, and you will get weekends off most of the time. If you are in sales or supply chain, there will be travel and occasional weekend work.
Overall, you will find flexibility in some teams and less in others. Managers who prioritize people do offer reasonable adjustments, and the company is gradually adopting more modern workplace policies. If you care about predictable hours, seek roles in administrative or HR functions.
Job security at the company is generally stable. The business operates in a staple consumer-food segment, which gives it resilience against short-term market shifts. There are occasional restructures but they have not been frequent or dramatic in recent years. Employees in core production and distribution roles will find their positions more secure than highly specialized or peripheral roles.
Leadership tends to be conservative and focused on steady growth. Decisions are often guided by cost efficiency and market reach. Management communicates priorities clearly, but cross-functional coordination can be inconsistent. There is a clear chain of command, and expectations are well defined, which helps in execution but may limit rapid experimentation.
Managers are generally competent and experienced. Many have come up through the ranks and understand operational realities. Feedback from employees suggests managers emphasize discipline, punctuality, and meeting targets. Some managers are praised for mentorship and accessibility; others are critiqued for being process-heavy or risk-averse. If you value hands-on guidance, you will often find it; if you expect frequent autonomy, you will sometimes need to push for it.
The company provides structured onboarding and practical on-the-job learning, especially in manufacturing and quality control. There are internal trainings focused on safety, hygiene, and operational efficiency. Formal programs for leadership development and advanced technical training exist but are more limited. Employees who proactively seek external courses or certifications often get partial support depending on relevance to the role.
Promotions are available and typically follow tenure and demonstrable performance. Many managers have promoted team members from within, signaling that growth paths are real. However, promotion cycles can be slow, and competition is high for managerial roles. Those who take initiative and show cross-functional impact will advance faster.
Salaries are competitive for the industry but not top-tier. Entry-level factory roles and sales positions start at modest pay with incremental increases tied to performance and tenure. Mid-level professionals (supply chain, quality, HR) will see market-average compensation. Senior roles and specialist positions command higher packages aligned with responsibility. Overall, pay is fair relative to role expectations.
There are performance-based incentives tied to sales targets, production efficiency, and team outcomes. Year-end bonuses are common but vary by business performance. Employee recognition programs offer spot awards and small monetary incentives. Incentives tend to reward tangible results rather than long-term innovation.
The company provides standard health insurance coverage for employees and often for immediate family members. There are basic medical, accidental, and life insurance plans. Some locations offer on-site medical support and periodic health camps. Coverage is functional and reliable, though not as comprehensive as some multinational packages.
Employee engagement is active at the local level. Festivals, sports days, and anniversary celebrations are organized and well attended. Team outings and departmental events are common and help build morale. Communication channels for suggestions exist, but follow-through can be uneven.
Remote work support is limited and primarily available for select administrative or corporate roles. Manufacturing, quality control, and logistics require on-site presence. Where remote work is possible, the infrastructure and flexibility are improving, but remote-first policies are not widespread.
Standard office hours are around 9 AM to 5:30 PM, with some teams keeping slightly longer hours during peak periods. Factory shifts typically run in fixed blocks (8–12 hours depending on shift structure). Overtime is compensated according to local labor rules.
Attrition is moderate. Frontline operational roles see lower turnover than sales or specialized technical roles. Layoffs have been rare and typically tied to specific reorganizations rather than broad downsizing. Overall, the employment track record reflects steady operations with occasional role adjustments.
Overall, this is a solid company for people who value stability, hands-on learning, and a team-driven environment. You will get practical experience, reliable benefits, and opportunities for growth if you are willing to be patient and proactive. For candidates seeking rapid tech-style career acceleration or full remote flexibility, it will feel more traditional. For those seeking dependable work with room to grow, it will be a good fit.
Read authentic experiences from current and former employees at Anmol Biscuits
Great brand recognition — Anmol Biscuits products are easy to sell which makes client conversations smoother. Supportive leadership, decent commission structure and opportunities to travel. Good exposure to trade marketing and distributor management.
Targets can be aggressive during festival quarters and travel demands increase then. HR processes (like reimbursement) are a bit slow at times.
Strong focus on safety and hygiene, modern manufacturing lines, regular training sessions. Anmol Biscuits invests in people — I learned new process controls and team management. Good canteen and on-site medical facilities.
Night shifts can be long during peak season and sometimes supervisors are stretched thin. Salary hikes are steady but not very fast.
Good onboarding process and learning programs. People are friendly and there is a clear focus on upskilling factory and sales staff. Flexible hours helped me balance personal commitments.
Contract pay was lower than industry averages and limited room for quick promotion. Some HR policies are still manual and could use digital improvement.
