Brick&Bolt is a technology-driven construction company that streamlines home building and renovation through an online platform, connecting homeowners with vetted contractors and providing end-to-end project management. Headquartered in Bengaluru, In...
“I joined as a site coordinator and stayed three years. The team was friendly and practical — you’ll learn on the job quickly.” Another employee said, “In the early days it felt like a startup: fast, messy, and rewarding.” A few newer hires mentioned they appreciated clear onboarding for office roles but found field training varied by location. These voices capture the mix of structured corporate processes and on-the-ground improvisation that many mention when talking about working at Brick&Bolt.
The company culture at Brick&Bolt blends startup energy with construction industry realities. People describe it as hands-on, solution-oriented, and customer-focused. You will find pragmatic problem solvers and colleagues who pitch in when deadlines loom. At the same time, some parts of the organization are more formalized as the business scales. If you care about seeing tangible results from your work and prefer action over bureaucracy, the company culture at Brick&Bolt will likely suit you.
Conversations about work-life balance at Brick&Bolt are mixed. Office and product teams often enjoy predictable hours and hybrid flexibility, while field and project staff face site-driven schedules and weekend priorities during project peaks. Many employees said managers are understanding and will try to accommodate personal time when asked. If you need strict 9-to-5 predictability, be prepared that site roles may not allow it. For corporate roles, the balance is generally reasonable and improving as processes mature.
Job security appears stable for most roles, particularly in core operations and technical teams. There are normal risks tied to project cycles and market demand, and hiring is aligned with project inflow. You will find that performance and reliability matter a lot; consistent delivery tends to protect roles. Contract and temporary field workers may see more variability, which is common in construction and project-based businesses.
Leadership is pragmatic and growth-oriented. Senior leaders are often accessible and willing to engage in tactical problem-solving. Decisions are typically driven by customer outcomes and operational feasibility. There can be growing pains as the company scales—priorities may shift quickly and communication does not always filter evenly across levels. Overall, leadership shows a clear focus on building a reliable service and expanding footprint.
Manager experiences vary by team and location. Many employees praise managers who are supportive, hands-on, and invested in team skill-building. These managers tend to provide autonomy while stepping in for mentorship. On the flip side, some staff have described micromanagement in busy phases or inconsistency when multiple managers interact on a single project. If you are evaluating a role, ask about the direct manager and recent team changes during interviews.
There is practical, on-the-job learning for nearly every role. Site teams gain technical and project management skills quickly through real projects, while corporate teams benefit from cross-functional exposure. Formal training programs exist but are still being expanded; mentoring and shadowing are common methods for skill transfer. Employees who take initiative to learn online courses and request targeted coaching often progress faster.
Promotions are available and often merit-based, linked to performance and demonstrated ownership. Growth is more rapid in expanding teams where new roles are created. That said, in stable or smaller teams, promotions may take longer and depend on business growth. If career progression is your priority, communicate career goals early and align them with project opportunities.
Salary ranges depend on location, function, and experience. As a general guideline:
Bonuses and incentives are performance-driven and vary across teams. Project completion incentives, quarterly performance bonuses, and referral bonuses are common examples. Sales and delivery teams may have more structured incentive plans tied to targets. Bonus payouts can depend on company performance and project margins.
Health benefits typically include basic medical coverage for employees and often extend to dependents depending on seniority or plan tier. Insurance packages vary by role and location; higher-level positions may receive enhanced benefits. There are also occasional wellness initiatives and reimbursements for health-related expenses.
Employee engagement includes town halls, team outings, and periodic recognition programs. Field teams sometimes have local get-togethers or safety and skill workshops. The company organizes product demos and cross-team meetups to keep communication flowing and to celebrate milestones. Engagement efforts are improving with scale but may feel uneven across locations.
Remote work support is available for many corporate functions. Tools for collaboration, regular check-ins, and flexible work arrangements are used by teams that do not require site presence. For on-site roles, remote work is limited due to the nature of construction and project management. Remote-friendly employees will find hybrid arrangements suitable in office-based teams.
Average working hours depend on role:
Attrition is moderate and reflects the project-based nature of work and the competitive talent market. There are no widely reported instances of mass layoffs in recent years, based on public employee feedback. Turnover tends to be higher among contract and entry-level positions, while experienced staff who find the company fit stay longer.
Overall, Brick&Bolt earns a solid rating for growth-stage companies that blend field operations with tech and service delivery. It is a good fit for people who enjoy hands-on problem solving, rapid learning, and direct impact on customer projects. Prospective employees should weigh the variability in field schedules against the learning and promotion prospects in a scaling business. Rating: 3.8 out of 5 — reliable, improving, and practical for those who thrive in execution-focused environments.
Read authentic experiences from current and former employees at Brick&Bolt
Good tech stack and mentorship. Fast product iterations helped me grow my backend skills quickly.
Promotion cycles are slow and sometimes unclear. Priorities shift frequently which can mean crunch before releases.
Supportive site leads and hands-on learning. Clear SOPs for most processes and good vendor relationships.
Compensation lags local market; paperwork and approvals can be slow at times.
