Camp K-12 is an education technology company focused on coding, game development and STEM learning for kids and teens, headquartered in Bengaluru. The company delivers online classes, project-based courses and mentorship programs that introduce stude...
People who work there often come across as genuinely enthusiastic about teaching and technology. One curriculum developer said, “I love the mission — you can see kids light up when they build something.” An instructor shared, “The feedback loop with students is fast; you will feel the impact of your work every week.” There are also voices of caution: some instructors mentioned irregular schedules and occasional lesson plan crunches during new course launches. Overall, the sentiment is positive — employees appreciate the purpose and enjoy working with a smart, mission-driven team.
The company culture at Camp K-12 leans toward collaborative, student-first values. You will find folks who care about pedagogy and product quality more than hierarchy. Informal communication, regular knowledge-sharing sessions, and a willingness to iterate are common. At the same time, the culture can be fast-paced; people sometimes work late to meet curriculum deadlines. If you search for company culture at Camp K-12 you will likely hear words like supportive, mission-driven, scrappy, and educator-focused.
Candidates often ask about work-life balance at Camp K-12. Instructors and customer-facing staff report that hours can be irregular because of class schedules — evenings and weekends are sometimes required. Product, engineering, and curriculum teams generally maintain a more predictable schedule. There are flexible hours and PTO policies, so you will be able to manage personal commitments with prior planning. If work-life balance at Camp K-12 is a priority for you, discuss role-specific schedules early in interviews.
Job security is generally stable for core roles such as curriculum designers and long-term instructors. Product and engineering hires will find roles aligned with ongoing roadmap work, which adds stability. There have been occasional small reorganizations as the company refines priorities; these were typically targeted rather than broad-based. Overall, there is no persistent sense of instability, but like many growing education technology companies, priorities can shift based on market conditions and enrollment trends.
Leadership is mission-oriented and communicative. Senior leaders emphasize learning outcomes and market growth while trying to maintain a teacher-centric approach. Decision-making is often data-informed, and leaders usually solicit input from educators and product teams. At times, speed of execution is prioritized, which can lead to tight timelines. Overall, leadership appears accessible and focused on scaling sustainably while preserving educational quality.
Managers are generally described as supportive and student-focused. Many employees report managers who mentor, give actionable feedback, and advocate for their teams. There are occasional complaints about inconsistency between managers — some are more process-driven while others operate more autonomously. If you are being interviewed, ask about your potential manager’s style and expectations to ensure alignment with how you like to work.
Camp K-12 invests in professional growth for educators and staff. New instructors receive onboarding focused on pedagogy and platform training. There are internal workshops, peer reviews, and opportunities to contribute to curriculum design. Engineers and product staff have access to technical learning resources and occasional external training budgets. Overall, the company offers solid on-the-job learning and supports career growth through mentoring.
Opportunities for promotions exist but can be competitive due to the company’s size. Growth is often role-based: high-performing instructors can move into lead instructor or curriculum roles; engineers can progress to senior or tech lead positions. The best path to promotion is demonstrating impact on student outcomes, ownership of projects, and cross-functional collaboration.
Salary ranges vary by function and location. Typical reported ranges are:
Bonuses are not universally applied across all roles. Sales and growth-oriented positions typically have commission or bonus structures. There are sometimes performance bonuses for product or leadership staff based on company or team milestones. Referral bonuses and spot awards for exceptional contributions are common. Expect incentives to be modest but meaningful in targeted roles.
The company provides standard health benefits including medical, dental, and vision plans for full-time employees. There are also options for HSA/FSA contributions and basic life insurance. Parental leave policies are offered, with variations depending on tenure and jurisdiction. Benefits are competitive for a mid-size education tech company, though specifics will depend on role and location.
Employee engagement is lively and often virtual-first. Regular town halls, demo days, and “show-and-tell” sessions keep teams connected. There are occasional in-person retreats and teacher meetups when feasible. Social channels and interest groups (e.g., diversity, book clubs) help maintain community. Events focus on learning and celebration rather than extravagant perks.
Remote work is well supported. The company provides tooling (video conferencing, LMS access, collaboration apps) and often offers a stipend for home office setup. Instructors have clear guidelines for remote classes, and tech support is responsive. Overall, working at Camp K-12 remotely is practical and well-structured.
Average working hours for full-time staff are around 40 per week. Instructors may work variable hours based on class schedules, including evenings and weekends. Product and engineering teams typically follow conventional business hours with occasional sprints and crunch periods around launches.
Attrition is moderate and reflects natural turnover in edtech — instructors move for different teaching opportunities and some product roles rotate as projects evolve. There are no widely reported company-wide layoffs in recent years; the company has handled staffing adjustments through targeted reorganizations and role realignments rather than mass redundancies.
Overall, Camp K-12 offers a mission-driven, collaborative environment with solid remote support and development opportunities. You will find meaningful work, especially if you care about education and student outcomes. Compensation and benefits are competitive for the sector, though role-specific schedules can impact work-life balance. For those passionate about teaching and edtech, working at Camp K-12 can be a rewarding career choice.
Read authentic experiences from current and former employees at Camp K-12
Meaningful mission and supportive peers. I enjoy designing project-based lessons and there's good exposure to new pedagogies. Flexible hours a few days a week make balancing family easier.
Compensation is below market for the role, and promotion criteria are not very clear. During product launches deadlines can be stressful and understaffed.
Small engineering team where you can wear many hats. The product solves a real education problem and there were opportunities to work on full-stack features.
Communication from leadership could be inconsistent and timelines often shifted, causing crunch periods. Job security felt uncertain during restructuring.
