BYJU'S Exam Prep is a leading edtech provider specializing in online coaching for competitive exams across India, including banking, government, MBA entrance and civil services tests. The company, headquartered in Bengaluru, delivers live classes, re...
Employees often speak candidly about their experience. Many current and former staff describe a high-energy environment where people are passionate about education. You will hear things like, "I loved the fast pace and the mission," and, "There were days I felt stretched but learned a lot." Some mention occasional burnout during product launches, while others praise the collaborative spirit on cross-functional teams. These voices make it clear that working at BYJU'S Exam Prep can be rewarding if you thrive in a results-driven setting.
The company culture at BYJU'S Exam Prep leans toward ambitious, performance-oriented values. Teams move quickly, and there is a strong emphasis on metrics and outcomes. At the same time, many teams try to keep a learner-first mindset, focusing on user impact and pedagogical quality. There are pockets of close-knit colleagues who support one another. If you enjoy fast execution and value continuous improvement, the company culture at BYJU'S Exam Prep may suit you well.
Work-life balance at BYJU'S Exam Prep varies widely between roles and teams. Some employees report flexible hours and remote-friendly arrangements that help them manage personal commitments. Others describe intense periods with long hours, particularly around major product updates or admissions cycles. If you prefer predictable, 9-to-5 routines, you may find the variability challenging. However, many people adapt by setting clear boundaries and using available leave policies when needed.
Job security at the company is mixed and depends on business performance and organizational priorities. There are periodic restructuring and strategic shifts that have impacted teams in the past. Employees in core product and revenue-generating roles tend to have more stable positions. Those in experimental or non-core functions may face higher uncertainty. It is advisable to maintain up-to-date skills and document achievements to strengthen one’s position.
Leadership tends to be driven and target-focused, with an emphasis on growth and market share. Senior leaders communicate ambitious goals and expect rapid progress. Management styles vary by manager and department; some leaders are highly supportive and mentorship-oriented, while others are more transactional and deadline-focused. Overall, there is an emphasis on accountability and measurable results.
Managers receive mixed reviews from employees. Positive experiences include clear direction, active coaching, and investment in team development. Less positive feedback points to micromanagement, inconsistent feedback, or high expectations without proportional support. When evaluating a potential manager, look for examples of how they have helped team members grow and handle workload distribution during busy periods.
There are good opportunities for on-the-job learning, especially in product design, content creation, marketing, and analytics. Structured training programs exist but can vary by location and team. Employees who proactively seek mentorship, attend internal knowledge-sharing sessions, and take on cross-functional projects report significant skill growth. The company values learning that directly impacts business outcomes.
Opportunities for promotions are present but competitive. Advancement often depends on clear performance metrics, business impact, and alignment with company priorities. Lateral moves across teams can sometimes accelerate growth if you gain exposure to high-impact projects. Those aiming for promotion will benefit from setting measurable goals and regularly updating their managers on progress.
Salaries are generally market-competitive in the edtech sector, though exact numbers differ by role and experience. For reference, entry-level roles (e.g., content associates, junior analysts) typically start at modest packages, while mid-level product or marketing managers earn more in line with industry norms. Senior roles and specialized technical positions command higher compensation. Compensation can also reflect location, with major city roles paying more.
Bonuses and incentives are tied to performance metrics and company profitability. Sales and revenue-facing roles often have clear incentive structures, with quarterly or annual bonuses based on targets. Other functions may receive annual performance bonuses that reflect individual and company performance. Bonus policies can change with company priorities.
Health and insurance benefits are offered and generally meet standard expectations. Typical offerings include medical insurance for employees and dependents, and in some cases, additional wellness programs. The quality and breadth of coverage may vary by level and location. Employees recommend reviewing plan details during onboarding to understand co-pays, network hospitals, and claim procedures.
There are regular engagement initiatives like town halls, team outings, and knowledge-sharing sessions. Cultural events and festivals are celebrated, and many teams organize informal meetups to build camaraderie. Engagement levels depend on team leadership and resource allocation; some teams are very active while others keep things minimal. These activities help offset the high-paced work environment.
Remote work support exists but is uneven across teams. Some departments operate with hybrid or fully remote models and provide the necessary tools, stipends, and flexible policies. Other teams require more in-office presence due to collaboration needs or client-facing work. Remote setups usually require proactive communication to stay aligned with fast-moving projects.
Average working hours trend above a standard 40-hour week in many teams, especially during product launches or peak seasons. Typical days may extend into evenings occasionally. Those in client-facing, sales, or product release roles should expect intermittent longer hours. Time management and prioritization are important skills for sustaining performance.
The company has experienced periods of higher attrition, particularly during strategic pivots and cost optimization phases. Layoffs have occurred historically in some cycles, often affecting non-core or overlapping functions. That said, many teams maintain stable staff and low churn when aligned with growth areas. Prospective hires should weigh market conditions and the company’s recent financial news when assessing stability.
Overall, the company presents a solid opportunity for professionals who enjoy fast-paced, high-impact work in edtech. Strengths include learning opportunities, mission-driven projects, and competitive compensation in many roles. Areas to consider are variability in work-life balance, occasional restructuring, and manager-dependent experiences. On a 5-point scale, a balanced rating would be around 3.5 out of 5, reflecting meaningful upside for the right candidate along with some notable trade-offs.
Read authentic experiences from current and former employees at BYJU'S Exam Prep
Supportive peers and good cross-functional exposure; decent learning opportunities in TA.
Hiring targets were often unrealistic and management communication could be opaque.
High incentives, performance-driven culture.
Long hours and constant target pressure; high attrition in some teams.
Interesting technical problems and helpful seniors who mentor the team.
Frequent product pivots and unclear roadmaps lead to firefighting. Deadlines sometimes unrealistic which impacts quality.
Supportive manager, lots of scope to create quality content and really good internal training programs.
Compensation lags industry standards; approvals and processes can be slow at times.
