DDB Mudra Group is a full-service advertising and communications network known for integrated marketing, creative advertising, digital strategy, public relations and media planning. Headquartered in Mumbai, India, the company works across consumer br...
“I loved the creative energy here — you’ll find people who push boundaries and care about good work,” says one former account lead. Another creative director shared, “Deadlines are real, but the team rallies; you get to do interesting campaigns.” Junior staff often mention friendly peers and strong mentoring from peers. Some entry-level employees note that you will learn fast, but you should be prepared for a steep pace. Overall, testimonials paint a picture of a lively place where you will grow quickly if you enjoy a fast-moving creative environment.
The company culture at DDB Mudra Group is creative, collaborative, and competitive. You will find an emphasis on ideas: brainstorming sessions are frequent, and teams are encouraged to present bold concepts. There is a clear focus on client delivery and craft, balanced by casual interactions like desk-side chats and creative crits. While hierarchy exists, many people describe the atmosphere as open — you can approach senior folks for feedback or to pitch an idea. The culture rewards results and creativity, so if you are motivated by visible impact, this environment will suit you.
Work-life balance at DDB Mudra Group is mixed depending on role and client load. You will have weeks where hours are regular and predictable, and other weeks when late nights and weekend check-ins are required. The creative and client-facing nature means that peak periods around pitches and launches demand extra time. Managers often try to distribute work fairly, but tight deadlines are part of the job. If you prefer strict 9-to-5 predictability, this may not be the best fit; if flexibility and passion-driven bursts of work excite you, you will feel at home.
Job security is generally stable for performers but can fluctuate with business cycles and client wins. The agency operates in a project-driven industry, and staffing follows client budgets. There is a tendency to retain core talent and reassign resources where possible. During market downturns or when major clients pause spend, there is increased vulnerability to restructuring. Employees who consistently deliver value and build strong client relationships will find their positions more secure.
Leadership is experienced and agency-savvy. Senior leaders set ambitious creative and business goals while framing a vision to win market share. Management practices vary across departments; some teams enjoy hands-on, supportive managers, while others report a more results-only approach. Communication from the top is periodic and often centered on wins and major initiatives. Overall, leadership is respected for creative credentials and client relationships, though some employees would like more transparency on long-term strategic direction.
Managers are generally competent and focused on outcomes. Many managers mentor juniors and provide constructive feedback during reviews. In some teams, managers are overloaded due to client demands, which can lead to delayed one-on-ones or less coaching than desired. Promotion support and career conversations are handled with varying consistency. The common thread is that managers value talent and often advocate for their teams, but coaching depth depends on manager bandwidth.
Learning and development programs exist, including workshops, internal knowledge sessions, and access to industry events. Formal training may be inconsistent across teams; some departments invest more in upskilling than others. Employees who take initiative and request learning opportunities tend to get support. There is also a strong on-the-job learning culture: working on diverse briefs will accelerate practical skill growth.
Opportunities for promotions are available but competitive. Career progression favors those who deliver measurable client results and demonstrate leadership. Promotions are not guaranteed by tenure; they are performance-based. Employees who build cross-functional visibility and take ownership of key projects will increase their promotion prospects. Patience and consistent delivery are important.
Salary ranges are market-competitive at mid and senior levels, though entry-level compensation may be modest relative to some tech sectors. Remuneration varies by role, location, and seniority. Raises are generally tied to performance reviews and client impact. Compensation structure aligns with standard agency benchmarks for creative, accounts, strategy, and digital roles.
Bonuses and incentives are performance-linked. There are annual bonuses and spot incentives tied to exceptional work or client wins. The bonus rollout and quantum may vary with company performance and business outcomes. High performers and those who directly contribute to new business often see better incentive payouts.
Health and insurance benefits meet statutory norms and include group health coverage. Additional benefits may include parental leave, wellness initiatives, and employee assistance programmes. The depth of coverage and add-ons depend on regional policies. Human Resources is typically responsive to queries about claims and policy details.
Employee engagement is active with regular town halls, creative showcases, and team outings. Events range from festival celebrations to client award nights and internal creative fests. These activities help build camaraderie and showcase work. Engagement initiatives are used to reward teams and maintain morale, especially during intense delivery phases.
Remote work support is present but balanced with in-office collaboration expectations. The agency encourages face-to-face interaction for creative processes, so hybrid models are common. Technology and tools are provided to support remote collaboration when needed. Remote flexibility will depend on your team’s workflow and client commitments.
Average working hours typically exceed standard office hours during peak periods. A normal week may be around 9–10 hours on average, with spikes during pitches or campaign launches where longer days and occasional weekends are common. Expect variability rather than a strict fixed schedule.
Attrition is moderate and reflects industry norms for advertising and communications. Staff turnover tends to increase during market slowdowns or after major client transitions. Historical layoffs have occurred in line with business adjustments, but the company often attempts redeployment before major cuts. High performers have better retention prospects.
Overall, this organization earns a solid rating for people who seek a creative, fast-paced advertising environment. It provides strong learning through real work, recognized leadership in the industry, and active employee engagement. There are trade-offs in work-life balance and variability in manager experience. For those who thrive on creativity, client impact, and growth, this will be a rewarding place to work.
Read authentic experiences from current and former employees at DDB Mudra Group
Working at DDB Mudra Group gave me strong client management experience and exposure to integrated campaigns. Good benefits and a professional account setup.
High pressure during quarter ends and targets can be stressful; promotion criteria sometimes unclear.
Great creative exposure at DDB Mudra Group, collaborative teams and very supportive senior writers. Lots of opportunities to work on large brand pitches and build a strong portfolio.
Long hours around campaign deadlines and pitches; salary increments are slower than industry peers.
Access to large datasets and cross-functional projects at DDB Mudra Group. Flexible hours helped with personal commitments and remote collaboration is supported.
Limited clarity on career growth in analytics, inconsistent feedback from managers and occasional last-minute expectations affect work-life balance.
