Apollo 247 is a digital health platform operated by the Apollo Hospitals group and headquartered in Chennai, India, specializing in telemedicine and online healthcare services. The platform offers virtual doctor consultations, e-prescriptions, home s...
People I spoke with and reviews I read paint a picture of a company that is energetic and mission-driven. You’ll hear healthcare professionals say they enjoy working with clinical teams and feel their work impacts patient care directly. Tech and product folks often say they like the pace — it is fast and you get to ship features — but that can mean busy sprints and last-minute pivots. Customer support staff commonly mention supportive peers and meaningful interactions with patients, though they note pressure during peak hours.
Overall, testimonials show that working at Apollo 247 gives you a sense of purpose. There are stories about quick learning curves and camaraderie, and also honest takes on long evenings when deadlines loom. If you value mission and learning, you will find positives; if you prioritize predictability, you may face some trade-offs.
The company culture at Apollo 247 is centered on healthcare access, patient-first thinking, and rapid problem solving. Teams tend to be collaborative and mission-focused, with an emphasis on delivering value to users. There is a startup vibe within a larger hospital network, which means people often wear multiple hats and decisions can be agile.
There is also a performance orientation: results matter and accountability is clear. The phrase “company culture at Apollo 247” often comes up in reviews as both a strength and a challenge — strong purpose and energy, but sometimes inconsistent norms across teams and locations.
When discussing work-life balance at Apollo 247, employees typically report a mixed experience. You will find teams where balance is well managed and leaders respect time off. You will also find high-pressure roles where long hours are common, especially during product launches or clinical rollouts.
Work-life balance at Apollo 247 varies by function: clinical and support roles may involve shifts or on-call duties, while many product and engineering roles offer more flexibility. Overall, expect cyclical intensity; planning and communication with your manager can help smooth out busy periods.
Job security is generally reasonable due to the backing of a well-established healthcare group. Employment stability is stronger in core operations and clinical roles that directly support service delivery. Roles tied to experiments, new products, or short-term projects may be more exposed to change.
There is an expectation that performance and alignment with company priorities will influence continued employment. Prospective hires should consider how their role maps to long-term business needs.
Leadership projects a clear mission around digital healthcare access and growth. Senior leaders communicate an ambitious vision and often emphasize scaling services and improving patient outcomes. Execution can be uneven across departments; some teams have strong, transparent leadership while others struggle with priorities and resource allocation.
Management tends to be data-driven but there are instances where strategy changes rapidly, which can be challenging for teams trying to build durable roadmaps. Overall, leadership is credible, mission-focused, and visible, but operational consistency is an area for ongoing improvement.
Manager experiences at the company vary widely. Many employees praise managers who are accessible, mentor-oriented, and invested in career development. These managers typically provide clear goals, frequent feedback, and defend their teams during cross-functional challenges.
Conversely, some managers are described as task-focused and less available for coaching. Performance conversations may feel infrequent or overly results-centric in such scenarios. When considering a role, try to gather manager-specific feedback during the interview process.
Learning and development opportunities are present, with a focus on clinical upskilling for healthcare staff and product/tech learning for engineering teams. There are internal knowledge-sharing sessions, occasional workshops, and access to external courses depending on budget and role.
Formal learning pathways could be stronger and more standardized. Employees who take initiative often find growth through on-the-job experience and mentorship.
Promotions are possible and typically tied to demonstrated impact and role expansion. Growth paths are clearer in product, engineering, and clinical leadership tracks. Advancement may be slower in highly matrixed teams where openings are limited.
Employees who proactively take cross-functional projects and show measurable outcomes tend to advance more quickly.
Salaries vary widely by role, experience, and location. As a general guide:
These ranges are approximate and depend on city, experience, and role criticality. Compensation is competitive with mid-sized digital health firms.
Bonuses are generally performance-linked and variable. There are periodic incentives for sales and operations teams, and some product/tech roles may receive performance bonuses. There is not always uniform transparency around bonus formulas, so clarification during hiring is recommended.
Employees typically receive group health insurance, often with family floater options. Coverage quality is generally good, reflecting the parent organization’s healthcare focus. Additional wellness initiatives and preventive health checkups are occasionally offered.
Engagement initiatives include town halls, team offsites, health camps, and employee recognition programs. Events are used to reinforce mission and celebrate milestones. Remote or hybrid teams may see fewer in-person events, but virtual engagements fill the gap.
Remote work support is available for many non-clinical roles. The company offers hybrid models where feasible, with flexible arrangements for engineering and product teams. Clinical and patient-facing roles require on-site presence. Remote tooling and collaboration platforms are in place and generally effective.
Average working hours range from 8 to 10 hours a day for most roles. Customer support and clinical staff may work shifts that include evenings or weekends. Product launches and critical clinical integrations can temporarily extend working hours.
Attrition is moderate and higher in some non-core or high-pressure teams. There have been periodic restructures as the business evolves, but there are no widely reported mass layoffs in recent times. Turnover tends to be higher in junior roles and customer-facing positions.
Overall, this company is a mission-driven workplace with solid backing and meaningful work. Strengths include purpose, learning opportunities, and competitive compensation in many roles. Areas for improvement are consistency in management practices, formalized career programs, and predictable work-life balance for some teams. For people passionate about digital healthcare and patient impact, working here will likely be rewarding; for those prioritizing strict predictability, expectations should be calibrated. Overall rating: 3.8/5.
Read authentic experiences from current and former employees at Apollo 247
Meaningful product work, measurable impact, talented peers.
Frequent pivots and occasional process chaos, communication gaps between teams.
Supportive team, modern tech stack, freedom to experiment.
Product decisions can be slow; sometimes too many meetings.
Flexible hours and steady patient flow.
Consults feel rushed sometimes; billing coordination needs improvement.
Good exposure to healthcare processes
High call volumes and tight targets, limited salary growth.
