CP Plus is a leading provider of video surveillance and security solutions, offering CCTV cameras, NVRs/DVRs, access control systems and integrated smart-security platforms. The company operates in the physical security industry and serves commercial...
"I joined as a sales executive and stayed for three years — the team is friendly and you’ll learn quickly if you are eager," says one former employee. Another longtime technical staff member adds, "The product teams are hands-on and supportive, though you may find processes slow at times." Overall, people often mention helpful peers, clear role expectations in many teams, and a comfortable floor-level camaraderie. Some testimonials note that junior employees get exposure to real projects early, while others warn that growth can plateau without proactive mentorship.
The company culture at CP Plus tends to be practical and execution-focused. Teams care about getting products and installations out the door; you will find a bias toward delivery rather than long strategy sessions. People are generally down-to-earth and collaborative — you will frequently cross paths with colleagues from product, sales, and support. Diversity of thought exists, but hierarchy can influence how quickly new ideas move forward. If you value a pragmatic environment where getting things done matters, this culture will suit you. If you prefer a heavily structured or innovation-first culture, you may feel constrained.
Work-life balance at CP Plus can vary by department. In customer-facing roles or installation teams, you’ll often work irregular hours and occasionally on weekends during peak deployments. Back-office and R&D teams report more predictable schedules, where you can maintain a steady routine. The company is improving flexible hours and remote options, so you’ll find some teams offering hybrid work to help balance personal commitments. Overall, expect decent balance in many roles, but be prepared for spikes during project launches.
Job security is generally reasonable. The company operates in a stable product market with consistent demand, which provides a solid base for continued hiring and retention. There have been periodic restructurings aligned with market shifts, but these were targeted rather than companywide. Employees who maintain performance and adapt to changing priorities will likely find their positions secure. New hires should still keep skills up to date and be ready to demonstrate value regularly.
Leadership emphasizes operational efficiency and market delivery. Senior leaders set clear commercial targets and expect managers to meet them. Communication from the top can be direct and results-oriented. Management styles vary between departments: some managers are coaching-oriented, while others adopt a command-and-control approach. Overall, leadership has industry knowledge and a pragmatic mindset, though there is room to strengthen transparency around long-term product and people strategies.
Managers receive mixed but generally positive feedback. Many employees say their direct managers are approachable and invested in day-to-day problem solving. A common praise is for managers who remove roadblocks and provide timely feedback. Criticisms focus on inconsistency: some managers are slow to support career development or to escalate issues beyond their team. If you join, seek a manager who demonstrates mentorship and clear expectations, as that will shape your day-to-day experience most.
There are structured training sessions for product, sales, and technical teams, along with on-the-job learning. The company supports certifications relevant to the role and sometimes funds external courses. However, learning budgets can be uneven across functions, and employees are often expected to drive their own development. Mentorship happens informally, and high performers can access hands-on stretch projects that accelerate learning.
Promotions exist and are tied to performance and need. Career progression is clearer in functions like sales and engineering, where targets and milestones make advancement measurable. In other areas, promotions may be slower and depend on openings rather than a formal ladder. To improve chances for promotion, document achievements, express career goals to your manager, and volunteer for visible projects.
Salary ranges are competitive with industry mid-market averages. Entry-level roles start at market rates, while senior positions can reach above-market levels depending on experience and location. Pay is role- and performance-based, and the company calibrates compensation against peers. Salary transparency varies by team, so you will want to discuss expectations openly during interviews.
Bonuses and incentives are tied to individual and company performance. Sales roles typically have clear commission structures; other roles may receive performance bonuses based on annual reviews and company profitability. Bonus payouts are generally reliable, but the amounts can fluctuate with business performance. Incentive programs exist to reward top performers, especially in revenue-generating teams.
Health and insurance benefits are standard and include medical coverage with options for dependents, and some supplemental insurance plans. Benefits packages are competitive for the region and usually include provident fund contributions. Senior roles sometimes have enhanced benefits. Employees note that claims processing is functional but can be bureaucratic.
Engagement activities include town halls, team outings, and festival celebrations. Events tend to be inclusive and well-organized, offering chances to socialize across teams. Engagement initiatives also involve recognition programs and occasional skill-shares. During busy periods, participation dips, but overall these events help maintain morale.
Remote work support has improved and some teams operate in a hybrid model. The company provides necessary hardware and remote collaboration tools, though policies differ by department. Remote onboarding can be effective, but new hires often benefit from an initial in-office period to build relationships. You will find remote work options, but full-time remote roles are less common.
Average working hours hover around the standard workweek, with many employees clocking 40–45 hours. Specific teams, especially service and installation, may log extra hours during deployments. Overtime is typically compensated through time-off arrangements or overtime pay, depending on your role and local regulations.
Attrition has been moderate, with some turnover in sales and installations due to the nature of field roles. There have been selective layoffs or restructuring in response to market demands, but no sustained large-scale layoffs in recent years. The company tends to make targeted adjustments rather than broad reductions.
Overall, this is a solid workplace for people who value practical execution, stable product demand, and collaborative teams. You will find competitive pay, reasonable benefits, and opportunities to grow if you are proactive. Areas for improvement include clearer promotion pathways, more consistent learning budgets, and greater transparency from senior leadership. For job seekers interested in a hands-on, delivery-focused environment, working at CP Plus can be a rewarding choice.
Read authentic experiences from current and former employees at CP Plus
Strong product focus and interesting hardware-software integration projects. Supportive technical team and decent lab facilities.
Decision-making can be slow, and internal documentation is often incomplete which slows development.
Hands-on technical work, good exposure to CCTV and access control systems.
Low salary growth and long hours during installations. Limited structured career path; management support varies by region.
Good commission structure, clear targets, lots of client interaction.
Targets can spike during new product rollouts and travel demands are high at times.
