Conde Nast India is the Indian arm of a leading global media and publishing group, headquartered in Mumbai and known for publishing high-profile lifestyle and fashion titles. The company produces print and digital content across brands that include f...
People who have worked here often speak warmly about the creative energy and the opportunities to work on high-profile projects. You will hear things like, “you learn fast,” and “the exposure to shoots and events is unmatched.” Many former and current employees say that working at Conde Nast India helped them build a strong portfolio — editors, photographers, and digital marketers all mention tangible career wins.
At the same time, some voices note the pace can be intense. Freelancers and junior staff sometimes say pay is lower than comparable tech roles, and that deadlines can be brutal during launches and fashion weeks. Overall, testimonials show pride in the brand and respect for the teams, mixed with realism about the workload.
The company culture at Conde Nast India leans heavily toward creativity, craft, and attention to detail. You will find teams that value aesthetics and storytelling, and there is an editorial seriousness to the work. Collaboration across departments is common, so designers, writers, and commercial teams often work together on glossy campaigns and digital experiments.
There is also a bit of old-media vs new-media tension: some teams are progressive and quick to adapt to digital trends, while others hold on to legacy editorial practices. If you care about brand quality and creative output, the environment is motivating. If you prefer very structured corporate processes, the culture may feel more fluid and less formal.
Work-life balance at Conde Nast India varies by role and season. Editorial and production can be deadline-driven; you will find long days during magazine launches, shoots, and major events. Digital teams generally report steadier schedules, though spikes happen around campaigns.
Many employees use flexible hours or remote days to manage personal commitments, and managers are often understanding when good communication is provided. That said, it is not a nine-to-five desk job for most creative roles. If consistent predictable hours are a priority, you will need to pick roles and teams carefully.
Job security is mixed and tends to reflect broader trends in media and publishing. Roles that are strategically tied to revenue generation, like digital, sales, and product, tend to be more secure than strictly print-only functions. Contract and freelance positions are common and carry less stability.
There have been industry-wide restructuring waves that impacted staffing levels in the past. Prospective employees should expect performance-based assessments and occasional reorganizations, especially during shifts in business strategy.
Leadership is made up of experienced media professionals, often with global exposure. They bring strong brand instincts and an emphasis on editorial quality. Decision-making can be deliberate, with respect for legacy standards, but this sometimes slows digital pivot efforts.
Management quality varies across teams. Some managers are mentorship-minded and hands-on, while others focus on output and deadlines. There is a healthy mix of senior leaders who inspire and mid-level managers who drive day-to-day execution.
Managers are described as passionate about content and invested in craft. Team leads often provide creative freedom and real-world learning through project responsibilities. However, some reviews note inconsistency in management style across departments: expectations, feedback frequency, and career support differ depending on your manager.
Candidates should ask during interviews about the direct manager’s approach to feedback and development to ensure alignment.
Learning and development is available but somewhat informal. Employees gain a lot through on-the-job experience: editorial workshops, mentorship from senior editors, cross-team collaborations, and event exposure. There are occasional formal sessions or external training opportunities, but structured L&D budgets are not always large.
If you are proactive and seek stretch assignments, you will learn quickly. For those who prefer formal training tracks, options may be limited.
Promotion opportunities exist but are competitive and tied to role availability. Growth is often faster for people who show initiative, deliver measurable impact on digital metrics, or build strong cross-functional relationships. Some employees move up quickly by owning digital projects; others wait for open headcounts.
Internal mobility across brands is a plus: strong performers can transfer to sister titles or new digital initiatives.
Salaries vary widely by role and seniority. As a rough guide:
These are approximate ranges and will differ by location, experience, and negotiation.
Bonuses are typically modest and dependent on individual or business performance. Sales roles often have clearer commission structures, while editorial staff may receive discretionary bonuses, spot awards, or festival-related incentives. Incentive consistency can vary year to year based on revenue and company performance.
The company generally provides standard group health insurance and statutory benefits. Maternity leave policies follow local regulations, and there are often provisions for paid time off, sick leave, and parental benefits. Some employees report helpful support during medical needs; some say additional private coverage might be desirable.
Employee engagement is a highlight. Teams celebrate magazine launches, fashion weeks, shoots, and industry events. There are regular social events, team outings, and opportunities to attend high-profile launches. These moments bolster morale and give employees a sense of participating in a lifestyle brand.
Remote work support is reasonable. The company offers hybrid arrangements for many roles and uses common collaboration tools like Slack and G Suite. Editorial and production roles require on-site presence for shoots and print days, while many digital roles can be flexible. Remote work policies are often team-dependent.
Average working hours are around 9–10 hours on busy days, with longer stretches during launches, events, and shoots. Digital and corporate functions may have closer to standard business hours, but editorial and creative teams should expect irregular schedules when deadlines hit.
Attrition is moderate to high compared to some industries, reflecting the gig-like nature of media roles and competitive offers from tech/digital firms. There have been sporadic layoffs and restructures in line with industry shifts and business model changes. The environment rewards adaptability, and employees should be prepared for occasional turnover cycles.
Overall, Conde Nast India is a strong fit for creative professionals passionate about storytelling, editorial excellence, and event-driven work. There are trade-offs: work can be intense, and compensation is variable. On a 5-point scale, a balanced rating would be 3.7/5 — a place where you will gain meaningful experience, build an impressive portfolio, and be part of standout cultural projects, provided you are comfortable with fluctuations common to media companies.
Read authentic experiences from current and former employees at Conde Nast India
Interesting tech stack and a small, helpful team.
Contract renewals are uncertain; roadmap shifts frequently with poor communication.
Good benefits and competitive pay. Strong employee engagement programs.
Top-down decisions and internal silos across brands slow things down. Bureaucracy can be frustrating.
Supportive manager, lots of learning, opportunity to work on flagship titles at Conde Nast India.
Deadlines can be intense around events; occasional long weekend catch-ups.
Good clients, interesting campaigns.
Compensation lags industry standards and targets are aggressive.
