CETPA InfoTech, headquartered in Dehradun, is a technology training and software services organization that offers courses in artificial intelligence, embedded systems, cybersecurity, cloud computing and robotics along with enterprise solutions devel...
People who have worked at the firm often share mixed but honest feedback. Many entry-level employees say they felt supported during onboarding and appreciated the hands-on training. “I joined as a fresher and you’ll get real exposure to client projects quickly,” wrote one developer. Another employee in training and education mentioned, “The mentoring helped me build confidence; the pace was fast but manageable.” On the flip side, some mid-level staff have noted that career paths can feel unclear at times and that you will need to be proactive to get visibility. Overall, those talking about working at CETPA InfoTech highlight practical learning and approachable teammates.
The company culture at CETPA InfoTech leans toward being practical and performance-oriented. Teams generally have a can-do attitude; people are willing to jump in to resolve issues and knowledge sharing happens frequently. There is a focus on client delivery and training outcomes, which drives a results-first environment. Social interactions are friendly, and small celebrations or team lunches are common. If you value a workplace that mixes professional rigor with informal camaraderie, the company culture at CETPA InfoTech will likely feel familiar and welcoming.
Work-life balance at CETPA InfoTech is reasonable for many roles, especially in training and support functions. You’ll find that project timelines can occasionally stretch into late evenings or weekends during delivery peaks, but most teams try to distribute workload fairly. Management generally acknowledges the need for downtime, and leave policies are standard. Remote flexibility varies by team, so you’ll want to discuss expectations at hiring. For people who prioritize predictable schedules, certain roles may suit better than highly client-facing positions.
Job security at the company is fairly stable for employees who consistently meet performance expectations. The firm serves multiple clients and has a steady flow of training and implementation work, which contributes to a predictable revenue stream. Contractual hires may experience more fluctuation during project transitions. There is no widespread history of abrupt, company-wide layoffs, though occasional restructuring has occurred in response to market shifts. Performance reviews and clear deliverables play a strong role in continued employment.
Leadership is accessible and results-driven. Managers focus on meeting client goals and operational efficiencies, and they tend to prioritize practical problem-solving over long planning cycles. Communication from senior leadership is regular but sometimes high level; more detailed roadmaps may be lacking. Decision-making can be centralized for key accounts, which helps maintain client consistency but may slow autonomy at team levels. Leadership generally values client satisfaction, training quality, and delivery timelines.
Manager behavior varies by department, with many employees praising hands-on managers who mentor and provide constructive feedback. Those managers are seen as supportive, technically competent, and responsive to career development questions. Other managers emphasize delivery metrics and timeframes, which can feel pressuring for some. Escalation channels exist, and human resources will typically step in if conflicts arise. Overall, managers are approachable and willing to discuss performance and role expectations.
The company places significant emphasis on upskilling and certifications, especially in emerging tech and software tools used in client projects. Internal training sessions, workshops, and peer-led knowledge exchanges are common. Employees are encouraged to pursue certifications, and some teams receive budget support for courses. Learning opportunities are a strength, particularly for early-career professionals who want to expand technical and domain expertise.
Promotion opportunities exist but are often tied to both performance and demonstrated initiative. Employees who take on additional responsibilities, secure client wins, or lead internal initiatives find faster advancement. Formal promotion cycles are in place, but timelines can be elongated if organizational needs are stable. Transparency around promotion criteria is improving, yet candidates should proactively document achievements and seek feedback.
Salaries at the company are market-competitive for most roles. Entry-level technical and training roles typically range between INR 2.5–4.5 LPA. Mid-level professionals and senior associates often fall in the INR 5–12 LPA bracket depending on skill set and location. Senior engineers, project leads, and managers can earn INR 12–25 LPA or more in specialized functions. These are approximate ranges and will vary by location, role, and negotiation.
The company provides performance-based incentives and occasional project completion bonuses. Annual bonuses are generally linked to individual performance, team outcomes, and company profitability. Incentive plans may vary by business unit and seniority level. High performers who contribute to client retention or new business opportunities are likely to see better bonus outcomes.
Health and insurance benefits are standard and include group medical coverage and basic life insurance for full-time employees. Some plans include family coverage and hospitalization benefits, while preventive health check-ups are offered selectively. The benefits package aligns with industry norms for similar-sized firms and contributes to overall employee well-being.
Employee engagement is active with regular team-building events, training days, and occasional outings. Festive celebrations and milestone recognitions are common and help build camaraderie. Internal newsletters and recognition programs highlight individual and team achievements. Engagement efforts balance professional development with social activities.
Remote work support is available but depends on role and client requirements. Some teams operate in hybrid models with flexibility for work-from-home days, whereas client-facing or on-site training roles require more in-office presence. Technology and collaboration tools are in place to support remote work when allowed, and managers are generally cooperative about flexible arrangements for legitimate needs.
Average working hours are around eight to nine hours per day for most teams. During project launches or critical delivery phases, employees may work longer hours or adjust schedules to meet deadlines. The company does monitor workloads and attempts to provide compensatory time off when extended hours are frequent.
Attrition rate is moderate compared to industry peers. The firm sees a regular churn of entry-level talent who often move on for higher pay or specialized roles elsewhere. There have been no high-profile mass layoffs; past reductions were handled through targeted restructures aligned with business needs. Talent retention efforts focus on learning opportunities and performance recognition.
Overall, the company is a solid option for professionals seeking practical experience, steady learning, and exposure to client-focused projects. It will suit candidates who value skill development and a collaborative team environment. Areas for improvement include clearer promotion timelines and enhanced remote flexibility for some roles. Overall rating: 3.8 out of 5.
Read authentic experiences from current and former employees at CETPA InfoTech
Clear processes, decent benefits and autonomy in projects.
Occasional communication gaps between teams; could improve cross-location coordination.
Supportive manager, good learning opportunities and regular tech sessions.
Sometimes long hours around releases and sprint crunches.
Good peers and hands-on testing exposure.
Salary growth was slow and appraisal cycles were inconsistent.
Flexible work policy.
Workload can be unpredictable and hiring targets are often aggressive. Pay is below market for experienced recruiters.
