DeHaat is an Indian agritech company delivering end-to-end services to smallholder farmers, including input supply, farm advisory, marketplace access and extension services. Headquartered in Patna, India, the company connects rural agripreneurs and f...
“I joined as a territory manager and stayed for two years — you will learn fast, and you will be challenged every day,” says one field employee. “You get a sense that you are building something meaningful for farmers,” another team member adds. You will hear stories about supportive peers, hands-on training in the early months, and managers who try to clear roadblocks. There are also honest comments: some people say the initial months are chaotic and you will need resilience. Overall, these voices make a consistent picture of a mission-driven workplace where you will learn on the go.
The company culture at DeHaat leans heavily on agricultural impact, speed, and customer focus. Teams often celebrate successful farmer interventions and product launches. There is a startup vibe — you will find people wearing multiple hats, quick decision cycles, and an emphasis on results over process. Values like empathy for farmers and a bias for action come through. At the same time, some employees note that scaling processes is a work in progress, so the company culture at DeHaat can feel energetic but occasionally fragmented as teams grow.
Work-life balance at DeHaat varies by role. Field and operations roles often require morning and evening travel, market visits, and weekend farmer meetings, so you will be on the move. Office and product teams tend to have a more regular rhythm with expectations of occasional late nights around deadlines. People say that if you prioritize and set boundaries early, you will manage well, but you should be prepared for busy spells during peak seasons.
Job security is moderate. The company has been through phases of rapid hiring and occasional restructuring as priorities shift. There is not the same lifetime assurance that one might expect from large conglomerates, but there is a clear focus on building sustainable business lines tied to farmer needs. Employees with strong domain knowledge and cross-functional skills are likely to have more stability.
Leadership presents itself as mission-oriented and accessible. Senior leaders frequently communicate strategy and are visible in product demos or field visits. Management style is generally pragmatic: goals are set clearly and teams are pushed to deliver measurable farmer impact. There can be variability in how different managers execute that vision, which sometimes affects how teams experience support and direction.
Managers tend to be rated well for mentoring and technical guidance, especially in operations and product functions. Strengths cited include problem-solving support, availability, and direct feedback. Weaknesses reported include inconsistent process enforcement and occasional lack of long-term career planning conversations. If you value hands-on coaching, you will find many managers who are engaged, but you should expect differences from one manager to another.
Learning and development is a strong selling point. New hires receive field immersion and farmer-facing training, which is particularly valuable for those new to agriculture. There are internal knowledge-sharing sessions, on-the-job learning, and opportunities to work with cross-functional teams. Formal L&D programs are growing but may not be as comprehensive as at larger tech firms; nevertheless, the practical learning curve is steep and rewarding.
Promotions are tied to impact and performance. The company rewards people who drive measurable growth in farmer adoption, operational efficiency, or product outcomes. Pathways to promotion exist but can be competitive. You will accelerate faster if you take ownership and demonstrate cross-functional impact; however, some employees feel that promotion timelines can be uneven across teams.
Salaries vary widely by function and experience. Typical ranges (indicative, in INR) are:
Bonuses and incentives are used to align performance with business goals. Sales and field teams typically have commission structures tied to targets. Product and engineering teams may receive performance bonuses or variable pay linked to OKRs. The company also uses stock options for longer-term alignment. Payouts and frequency may vary and are subject to company performance.
Health benefits are standard for a modern startup. Employees receive group medical insurance with family coverage options, and there are typically wellness initiatives or mental health resources available. Parental leave and other statutory benefits conform to local laws. Benefits packages are better for mid-to-senior roles and can be a point of negotiation during hiring.
Employee engagement includes town halls, farmer success celebrations, hackathons, and occasional offsites. These events are oriented around learning and celebration rather than pure entertainment. Teams use engagement programs to spotlight impact stories from the field, which helps keep mission focus alive and strengthens peer bonds.
Working at DeHaat supports hybrid and remote models for roles that do not require field presence. Engineering, design, and some business roles can work remotely with adequate tools and support. Field-facing roles require physical presence and a local footprint. The company provides standard remote work tools, collaboration platforms, and flexibility where possible.
Average working hours depend on role and cycle. Office teams often average 9–10 hour days during busy periods, while field staff may work longer on market days and crop seasons. The rhythm tends to be cyclical around farming calendars and product launches.
Attrition is moderate and follows industry patterns for high-growth startups. There have been periods of restructuring that led to targeted layoffs or role changes, usually as priorities were realigned. The company tends to manage these transitions with internal mobility and redeployment where feasible, but candidates should be aware that expectations and headcount plans can change with business conditions.
Overall, this company is a strong fit for people who want to make a tangible impact in agriculture, learn quickly, and embrace a fast-moving environment. Pros include meaningful mission work, steep learning, and practical exposure to field operations. Cons include variability in processes, uneven promotion timelines, and a work pace that can be demanding during peak times. On balance, one might rate the company around 4.0 out of 5 for mission-driven growth opportunities and learning, with room to improve on consistency and long-term career structuring.
Read authentic experiences from current and former employees at DeHaat
Nice colleagues and decent on-ground exposure.
Targets are often unrealistic and frequent last-minute process changes make work stressful.
Strong learning culture, modern tech stack and supportive team leads. Plenty of opportunities to work on end-to-end features.
Processes can be slow when scaling and some legacy modules need refactoring.
Meaningful impact on farmers and good field exposure.
Long travel, irregular hours and peaks during sowing seasons can be tiring.
