Entertainment Network India (ENIL) operates in broadcasting and digital audio, best known as the parent company of the Radio Mirchi brand. Headquartered in Mumbai, the company provides FM radio programming, audio content, event management, branded en...
“I joined as a junior producer and learned more in my first year than I expected.” That is a common line you will hear from people working at Entertainment Network India. Employees often highlight the energetic on-air environment, hands-on learning, and the chance to work on live shows. You will also hear that peak days and events can be taxing — if you are not a night person, you will notice odd hours. Overall, staff describe the workplace as lively, creative, and fast-paced.
The company culture at Entertainment Network India emphasizes creativity, speed, and audience focus. Teams are generally collaborative and upbeat, with a bias toward quick execution and experimentation. If you care about content and immediate listener feedback, you will enjoy the vibe. There is an informal camaraderie in many offices, with people bonding over shows, music, and events. For those who prefer slow, process-heavy environments, the pace may feel intense. If you search for “company culture at Entertainment Network India” you will find that many reviewers note a youthful energy and a strong emphasis on ratings and engagement.
Work-life balance at Entertainment Network India can vary by role. On-air talent and event teams often work irregular hours, weekends, and nights, so you will have spikes in workload. Back-office and corporate roles tend to offer more regular hours and predictable schedules. If you value strict 9-to-5 routines, you may find the flexibility here limited during peak seasons. That said, teams try to compensate with time-off after big events and there are managers who are mindful of burn-out. For many employees, it's a trade-off: creative fulfillment in exchange for episodic long stretches of work.
Job security is influenced by business performance and market cycles. The company operates in an industry that is sensitive to advertising spends and audience trends. There will be periods of restructuring when budgets tighten. Employees in core on-air or technical roles typically experience steadier demand, while roles tied to campaigns and events will be more vulnerable during downturns. Overall, it is important to plan finances with some caution and to stay adaptable.
Leadership tends to be results-driven and focused on growth and audience metrics. Executives will often communicate business priorities clearly and expect teams to align quickly. There is a strong focus on performance and measurable outcomes, which can be motivating if you appreciate clear goals. Communication from the top can be direct, and leaders value people who take initiative. There is room for improvement in cross-department alignment and longer-term career planning.
Managers are generally hands-on and available, especially in station-level operations. You will find managers who mentor and push for creative excellence. However, managerial quality can vary by location and team. Some managers emphasize process and stability, while others prioritize risk-taking and fast execution. Feedback culture exists but can be inconsistent; some teams have regular reviews, while others rely on informal check-ins. It is helpful to clarify expectations early with your manager.
The company offers on-the-job learning through mentoring, live broadcasts, and event exposure. Formal training programs are present but not extensive; much learning happens through doing. Employees who take initiative can pick up technical skills, content creation techniques, and audience analytics. There are occasional workshops and external training opportunities, particularly for sales and digital teams. If you want structured certification paths, you will likely need to pursue them externally.
Promotions occur but can be competitive. Performance, visibility, and ability to drive ratings or revenue are major factors. Internal movement across roles and cities is possible, which helps career growth. Senior roles are limited and often require both experience and a track record of results. Employees who demonstrate leadership on high-profile projects will find faster advancement.
Salary ranges vary widely by function and city. As a rough guide: entry-level content or production roles typically range from approximately INR 2.5–5.0 lakh per annum; mid-level roles such as senior producers or sales executives may range from INR 5.0–12.0 lakh per annum; and senior or niche roles including station heads and senior sales leaders can range from INR 12.0–30.0 lakh per annum or higher, depending on performance and commissions. These are approximate figures and will differ by location, role, and experience.
There are performance-linked incentives, especially for sales and business development teams. On-air talent may receive performance bonuses tied to ratings or sponsorship deals. Incentive structures are commonly used to reward revenue generation and campaign success. Bonus consistency can vary by year and business performance.
The company typically offers standard group health insurance and medical coverage for employees. Dependent coverage, dental, and vision benefits are often limited or available at additional cost. Maternity and parental benefits are provided in line with statutory requirements. Coverage packages will vary by grade and location.
Employee engagement is active, with frequent team outings, festival celebrations, and in-house events. Company-sponsored music sessions, talent showcases, and community outreach are common. Engagement programs are often creative and aligned with the company’s entertainment identity, which helps maintain morale even during busy periods.
Remote work support is moderate. Corporate and digital teams may have hybrid arrangements, but many content, production, and field roles require on-site presence. The company will provide necessary equipment for remote tasks when applicable, but remote-first roles are limited. Expect a mix of flexibility and operational requirements depending on your function.
Typical working hours range from a standard 40-hour workweek for corporate roles to much longer for production and event teams. Shift work and irregular hours are normal for on-air staff. During campaigns and live events, working hours will extend and include late nights and weekends.
Attrition tends to be moderate, with higher turnover in sales and entry-level positions and lower turnover in specialized technical roles. The industry experiences periodic restructuring tied to advertising cycles and market shifts. Employees should expect some churn and occasional reorganizations, which is common in media businesses.
Overall, Entertainment Network India is a dynamic place for people who love media, live events, and quick execution. It will reward creativity, hustle, and measurable performance. For those seeking stability and structured career paths, there will be trade-offs. On balance, the company rates as a solid mid-to-high option for roles that match its pace and culture — roughly a 3.8 out of 5 for most candidates looking into working at Entertainment Network India.
Read authentic experiences from current and former employees at Entertainment Network India
Good exposure to large campaigns and access to analytics tools. Working at Entertainment Network India gave me hands-on experience with radio + digital integration and a decent network across agencies.
Targets can be aggressive and work-life balance suffers during campaign launches. Appraisal and promotion process felt unclear, and communication from middle management could be better.
Creative freedom on shows, collaborative production team and the brand recognition of Entertainment Network India helps get good guests. Managers are generally supportive and there are regular training sessions for on-air skills.
Recording days can be long and unpredictable, salary hikes are slower than expected and travel reimbursements sometimes take time to process.
