BigBasket is one of India’s largest online grocery retailers, headquartered in Bengaluru. The company operates a full-service e-grocery marketplace offering fresh produce, pantry staples, household essentials, and a wide private-label portfolio throu...
People I spoke with who are working at BigBasket described a mix of fast-paced energy and genuine camaraderie. One delivery operations associate said, “You will feel the rush on peak days, but your teammates will back you up.” A mid-level product manager shared, “Working at BigBasket has stretched my skills — you learn fast or you get left behind.” A few entry-level employees noted workload spikes but appreciated mentoring from senior staff. These voices give a real sense of what daily life looks like across roles.
The company culture at BigBasket tends to be performance-driven with a strong focus on customer delivery. There is an entrepreneurial vibe, especially in teams building new features or optimizing logistics. While some teams are more formal, many groups celebrate quick wins and encourage experimentation. If you value impact and speed, the company culture at BigBasket can be energizing; if you prefer slow, process-heavy environments, it might feel intense.
Work-life balance at BigBasket varies by function. Tech and product teams often have flexible hours but may face tight release timelines; operations and delivery roles are schedule-driven and can require early mornings or weekend shifts. Employees reported that you will get time off and reasonable leave policies, but you should expect occasional longer days during peak seasons. Overall, work-life balance at BigBasket is manageable but requires communication and planning.
Job security is generally tied to performance and business needs. Core teams that directly support revenue and logistics tend to have more stable roles. Project-based or contractor positions can be subject to change as priorities shift. There have been periods of restructuring in the industry, and employees are advised to maintain updated skills and clear performance records to enhance security.
Leadership at the company is visible and focused on scaling the business. Senior leaders often communicate company direction and metrics, which helps teams align. Management style can range from hands-off to directive depending on the team lead. There is a push for data-driven decision making and measurable outcomes. Overall, leadership is pragmatic and focused on growth, though responsiveness to ground-level concerns can vary.
Managers receive mixed reviews. Many are praised for being approachable, mentoring junior staff, and providing strong technical guidance. Others are criticized for high delivery expectations and limited empathy during crunch periods. The quality of experience largely depends on the individual manager and the team’s workload. Candidates are encouraged to ask about team dynamics and manager style during interviews.
There is a reasonable emphasis on on-the-job learning. Employees will find cross-functional exposure, internal knowledge-sharing sessions, and occasional external training budgets. Senior staff tend to mentor newer hires informally. Formal L&D programs exist but may not be as comprehensive as at larger global firms. If you are proactive about learning, there are ample opportunities to grow technical and operational skills.
Promotion opportunities are available but tied to clear performance metrics and business impact. High performers who demonstrate leadership, ownership, and measurable results move up faster. The path to promotion may require navigating periodic review cycles and aligning with key projects that influence revenue or efficiency.
Salary ranges differ by function and level. Engineering and product roles typically offer market-competitive pay for the region, mid-level software engineers will find offers that align with industry standards, and senior roles command higher packages. Operations and delivery roles are generally in the expected local salary bands. Compensation is often benchmarked against peers in the grocery and e-commerce sector.
There are performance-linked bonuses and incentives tied to individual, team, and company targets. Sales and operations roles may have variable pay components based on metrics like delivery efficiency or sales targets. The bonus structure aims to reward measurable outcomes, and high achievers can receive meaningful additional compensation.
Standard health insurance and employee medical benefits are provided, typically covering the employee and family options. There may be wellness initiatives and tie-ins with local clinics or telemedicine providers. Maternity and parental benefits align with local regulations, and some teams report additional perks like health check-ups and mental health support programs.
Employees report a mix of town halls, team outings, and recognition events. Engagement activities ramp up during festivals and company milestones. Smaller teams often have informal gatherings and hackathons that foster bonding. The company uses these events to celebrate wins and maintain morale during busy periods.
Remote work support exists primarily in knowledge and tech teams. There are tools and policies to enable work-from-home, collaboration platforms, and flexible work-from-home days. However, operations, warehouses, and delivery staff require on-site presence. Remote work arrangements are generally pragmatic and depend on role requirements.
Average working hours are around standard full-time expectations, but they increase during peak seasons such as festivals or sale events. Tech teams may do occasional late evenings for deployments, while logistics staff follow shift schedules. Expect variability rather than a fixed 9-to-5 in many roles.
Attrition can be higher in frontline and contract roles due to the nature of the work. There have been industry-wide adjustments and some past restructures, reflecting changing business priorities. Core tech and product teams tend to have lower voluntary attrition, while seasonal layoffs or role reprioritizations have occurred in certain cycles.
Overall, working at BigBasket offers a dynamic environment where impact and speed matter. You will find opportunities for growth, solid benefits, and a culture that rewards measurable contributions. It is well suited for self-starters who thrive in fast-paced settings and want exposure to end-to-end operations. For job seekers evaluating company culture at BigBasket or work-life balance at BigBasket, the fit depends on your tolerance for fast change and your desire for hands-on learning. If you value stability above all, you should weigh team specifics; if you value growth and impact, this company can be a strong match.
Read authentic experiences from current and former employees at BigBasket
Autonomy to run experiments, strong data teams, competitive pay
Decision cycles can be slow when multiple stakeholders are involved
Flexible shift options, good incentives on deliveries
Long hours during peak season and occasional route confusion
Team is friendly, steady work
Overtime is common; training is minimal and promotion track is unclear
Great exposure to large datasets. Managers encourage learning.
Sometimes priorities change quickly which can be stressful for delivery timelines
