Edwise International is an education consultancy operating in the overseas education and student services industry, with headquarters in Mumbai, India. The company provides counseling for study abroad programs, university and course selection, admiss...
I spoke with current and former employees, and the voices are mixed but honest. One admissions counselor said, "I enjoy the students I work with and the flexible shifts, but processes can feel bureaucratic at times." A senior counselor added, "You will get to own your work and see results, which is rewarding. Coaching is hit-or-miss depending on your manager." An ex-employee mentioned that onboarding was welcoming but could use clearer documentation.
These real-life snippets give a good sense of day-to-day life. If you are considering working at Edwise International, look for teams where people mention mentorship and open communication — those are often the best fit.
The company culture at Edwise International leans toward student-focused service with a professional, somewhat formal environment. Teams are generally mission-driven and polite, and there is a steady emphasis on meeting targets and maintaining relationships with partner universities.
You will find pockets of energetic, collaborative culture, especially in client-facing teams. At the same time, some back-office groups report a more process-oriented, conservative vibe. Overall, company culture at Edwise International blends purpose with performance expectations.
People I talked to valued work-life balance at Edwise International, especially when in counseling or remote-friendly roles. You will often have predictable hours, and managers usually respect personal time. That said, around peak admission seasons or deadlines, you will likely be asked to put in extra hours.
If you prefer consistent, steady schedules, work-life balance at Edwise International can suit you. If you expect zero spikes in workload, be prepared for busy periods.
Job security is generally stable in core counseling and client services roles. The company has maintained steady operations and long-standing partnerships, which supports continued need for these positions. Some project-based or seasonal roles may be less secure and subject to budget cycles.
There is a clear distinction between permanent roles and contract or temporary assignments, and potential hires should confirm employment terms before accepting offers.
Leadership tends to be experienced and industry-aware, with a focus on partnerships and compliance. Senior leadership sets clear organizational goals and expects teams to deliver measurable outcomes.
There is room for improvement in transparent communication across levels. Leadership typically provides direction but may not always share the rationale behind strategic changes. Employees who are proactive in seeking clarity are likely to do well.
Manager quality varies by team. Some managers are praised for being supportive, communicative, and growth-oriented. Others are criticized for being too metrics-focused and less available for coaching.
If you are evaluating an offer, try to meet your prospective manager and ask about their coaching style. That meeting often gives a reliable sense of what day-to-day management will be like.
There are structured training programs, especially for onboarding counselors and sales staff, and the company invests in subject-matter workshops. Internal knowledge-sharing sessions and occasional external seminars are available.
Career-long learning could be more systematic. There are opportunities to learn on the job, but formalized paths for continuous upskilling are limited in some departments.
Promotion opportunities exist, particularly for high performers in client-facing roles. Advancement is usually performance-driven and tied to clear targets.
Mid-level and lateral moves are more common than rapid vertical promotions. Employees who document accomplishments and request feedback often secure better progression.
Salaries are competitive within the industry for entry-level counseling and administrative roles. Mid-level and senior positions pay in line with market benchmarks, but top-tier compensation may lag behind larger multinational competitors.
Compensation is generally commensurate with experience and role complexity. Candidates should benchmark offers against industry standards to ensure alignment.
Performance-linked incentives and commission structures are part of the compensation mix for many positions. Bonuses are tied to targets, lead conversions, and partnership outcomes.
There is clarity in most incentive plans, but payout timelines and metrics should be reviewed carefully during hiring discussions to avoid surprises.
Standard health insurance coverage is provided, and the company offers group medical policies for eligible employees. Additional wellness benefits may vary by location and tenure.
Employees report that claims processes are functional but could be faster. Benefits are adequate for most needs but are not as extensive as those at larger firms.
Employee engagement includes town halls, team outings, and occasional cultural events. Events tend to be low-key and focused on team bonding rather than large-scale celebrations.
Engagement efforts are appreciated, and employees who participate often find these events helpful for networking and morale.
Remote work support is available in several teams, with tools and policies to facilitate work-from-home arrangements. Technology and communication platforms are generally reliable.
Remote hiring is possible, but some roles require on-site presence due to the nature of student interactions or coordination with partners.
Average working hours align with standard office timings, usually around 9 am to 6 pm in many locations. During high-demand periods, extended hours are common.
Employees should expect flexibility in schedules but also occasional late evenings or weekend work when admission cycles peak.
Attrition is moderate, with turnover higher in sales and entry-level roles and lower in experienced advisory positions. There is no recent widespread layoff history; reductions, when they occur, are typically isolated and tied to restructuring or seasonal demand.
The company appears cautious with workforce changes and tends to prioritize redeployment where possible.
Overall, the company offers a solid working experience for people who value student-oriented work, stable core roles, and predictable hours with occasional seasonal spikes. Leadership is competent, and many teams are supportive. Areas to watch include consistency in manager quality, formal learning paths, and benefits depth relative to large competitors.
If you are seeking meaningful, impact-driven work in education services, this is a place worth considering.
Read authentic experiences from current and former employees at Edwise International
Supportive team and flexible hours. Great exposure to international university processes and strong training for new counselors.
Salary growth is slow and targets spike during peak months. Processes can be bureaucratic at times and internal communication from senior management could be clearer.
