Born Group is a diversified business entity that operates across commercial services and consumer-facing ventures, often combining creative, retail or hospitality-oriented activities under a single organizational umbrella. The company’s offerings can...
"I enjoy the creative freedom here — you get to pitch ideas and actually see them shipped."
"Teams are friendly and collaborative. You will find people who want to help you learn."
"Work can get busy around client launches, but managers try to keep things realistic."
These short, candid comments reflect a mix of enthusiasm and realism you will hear when asking around. They show a workplace where people are proud of the output, like the team vibe, and recognize crunch times happen.
The company culture at Born Group leans creative, client-focused, and collaborative. People value design thinking and problem solving, and there is a clear emphasis on delivering high-quality products for clients. You will find cross-disciplinary teams where designers, developers, and strategists work closely. The culture rewards initiative: if you propose a better way to solve a client problem, you will often get a chance to try it.
At the same time, the culture is professional. Deadlines matter, and the client-facing orientation means quality and responsiveness are important. Overall, company culture at Born Group is supportive for creative professionals who like working in teams and care about craftsmanship.
Work-life balance at Born Group is generally good but can vary by project. On steady projects you will typically keep regular hours and enjoy flexibility like partial remote days or flexible start times. During major launches or tight delivery windows, you should expect longer days and occasional weekend work.
Managers commonly encourage time off after intense sprints. If you value predictable hours, look for roles on maintenance or long-term product teams. If you like fast-paced, high-impact projects, be prepared for bursts of heavier work.
Job security is moderate and depends on demand from clients and project pipelines. The business model is client-driven; therefore, long-term security is stronger on retained or recurring engagements. Contract changes and project turnarounds can lead to staffing adjustments in some teams. Overall, there is not a pervasive sense of instability, but new hires should be aware that client budgets and market shifts can influence staffing.
Leadership presents a clear strategic focus on product quality and client results. Senior leaders communicate goals and prioritize building long-term client relationships. There is a mix of transparency and high-level messaging; some employees feel more insight into company direction would be helpful.
Middle managers vary in experience. Some are strong coaches who help people grow, while others are more task-oriented. In general, leadership is committed to investment in capability and client success.
Managers are generally competent and approachable. Many managers emphasize mentorship, feedback, and career conversations. Performance evaluation tends to be constructive, with an emphasis on improvement plans rather than punitive measures. However, managerial quality is uneven across offices and teams; some managers excel at workload planning while others struggle with resource balancing. New hires will want to ask specific questions about their prospective manager during interviews.
There is a solid learning culture with access to internal workshops, mentorship, and some conference budgets. The company typically provides training allowances or time for professional development and supports cross-functional learning. Junior staff often benefit from pair-work and on-the-job coaching. Formal leadership programs exist but spots may be limited, so self-driven learning pays off.
Opportunities for promotions exist and are tied to performance, client impact, and visible contributions. Career ladders are in place, especially for design and engineering tracks, but progression can be faster on high-visibility projects. Promotions require clear demonstration of increased responsibility and consistent delivery.
Typical salary ranges vary by role and geography. Approximate ranges in major markets (USD):
Salaries are competitive with similar digital product agencies, but exact offers depend on experience, location, and negotiation.
Bonuses are primarily performance-based and tied to project delivery or company performance. There is frequently a discretionary annual bonus for eligible staff, and some teams offer spot bonuses or project completion incentives. Referral bonuses for bringing in talent are common. Equity or long-term incentive plans are less prevalent for mid-level staff but may be available for senior roles.
Health coverage is standard and typically includes medical, dental, and vision plans. Benefits usually extend to dependents and vary by country and office. Mental health support, such as counseling services or employee assistance programs, is commonly provided. The company also offers paid parental leave and some wellness stipends depending on region.
Employee engagement is fostered through regular town halls, team offsites, and social events. There are informal gatherings, design critiques, hack days, and volunteer initiatives that build community. Engagement efforts are consistent across offices, with local teams tailoring events to their culture.
Remote work support is fairly strong. Many teams operate in hybrid or distributed models, with tools and processes to support remote collaboration. The company often provides a stipend for home office equipment and reimburses necessary software. Remote policies vary by team, so discuss expectations during interviews if location flexibility is important.
Typical working hours are around 40 per week. During launches or major sprints, 45–55 hours per week is not unusual for short periods. The company tries to limit prolonged overtime and encourages time off to recover after busy phases.
Attrition is moderate; some teams see higher turnover due to the project-based nature of work. There have been occasional restructures when client demand shifts, but there is no consistent history of large-scale layoffs. Staff typically leave for a mix of career growth and personal reasons rather than systemic issues.
Overall, the company is a strong option for creative and technical professionals who enjoy client work, collaborative teams, and a culture of craftsmanship. Compensation and benefits are competitive, and development opportunities are available. There will be periods of higher intensity, and experiences can vary by team and office. For people seeking growth in product design and development in a client-driven environment, this company will be a good fit.
Read authentic experiences from current and former employees at Born Group
Flexible remote policy, interesting problems to solve.
Engineering leadership changes frequently. Sprint planning is chaotic and code review standards vary across teams.
Collaborative team, open to new ideas, good mentorship from leads.
Compensation is below market; internal processes can be slow at times.
Supportive colleagues.
Leadership communication could be clearer. Benefits are decent but international coverage was sometimes confusing for remote teammates.
Great client exposure, strong brand portfolio
Long hours during pitches and campaign crunches
