ETV Bharat is a digital news network operating in the media and journalism industry, delivering regional and national news across multiple languages and platforms. Headquartered in Hyderabad, the company provides news coverage, video reporting, live ...
"I joined as a content producer and learned more in six months than in two years elsewhere. It's fast, loud, and you will be pushed to deliver." — a current reporter.
"Teams are passionate and supportive. You will find colleagues who stay back to help fact-check or get a video out on time." — a former editor.
"I loved the variety. Some days you are in the field, some days editing. It can get hectic, but you will never get bored." — a multimedia journalist.
These snippets reflect what many employees say about working at the company: hands-on learning, high energy, and commitment. In conversational reviews you will often see praise for the newsroom camaraderie and critiques about inconsistent processes. The tone from staff is usually that working here is rewarding if you like pace and purpose.
The company culture is driven by mission and speed. People care about local stories and moving them quickly. You will find a mix of newsroom hustle and small-team warmth. Informally, teams celebrate scoops and help one another when deadlines loom.
That said, the culture can feel uneven across departments. Editorial teams often have a different rhythm from tech or business units. The phrase "company culture at ETV Bharat" appears often in job hunt research because culture varies by location and manager. Overall, the environment leans toward merit-based recognition but with room for more structured feedback and clearer policies.
Work-life balance here is realistic rather than ideal. You will have irregular hours at times, especially during breaking news or festival coverage. Many staff say "work-life balance at ETV Bharat" depends a lot on your role — reporters and camera crews often do early mornings, late nights, and weekend shifts, while backend teams have more predictable schedules.
The company attempts to be flexible where possible. Managers will sometimes swap shifts or allow time-off after intense assignments. Still, you should expect bursts of long hours during peak periods.
Job security is moderate. The media landscape is dynamic and budget adjustments do happen. There is no routine mass layoff pattern, but teams have been reorganized based on strategic shifts. Employees who adapt and add cross-functional skills have a better margin of stability. Employment terms and contract clarity improve in senior hires; entry-level roles sometimes have shorter probationary windows.
Leadership is visible and mission-oriented. Senior leaders set editorial priorities and are accessible in town halls and occasional field visits. Strategy conversations are frequent, though execution follow-through varies by department.
Management quality is uneven across middle management. Some managers are great mentors who provide clear goals and frequent feedback; others are more hands-off, which can leave teams feeling directionless. Transparency on budgets and promotions could be stronger.
Managers who succeed here tend to be communicative, pragmatic, and protective of team time. They will negotiate deadlines and push back on unrealistic demands from above. Less effective managers may micromanage or be slow to act on performance issues. Many employees advise you to look for manager reputation during interviews — your direct manager will shape much of your day-to-day experience.
Learning is mostly on the job. You will pick up practical skills quickly — field reporting, video editing, live anchoring, CMS usage. The company hosts occasional workshops and external trainer sessions, but structured learning paths are limited. Employees who take initiative to shadow colleagues or request targeted training tend to progress faster.
Promotions exist but are not automatic. Career progression favors people who demonstrate multi-skill competence and visible impact. There are junior-to-mid-level moves more frequently than rapid leaps to senior roles. Clearer promotion criteria and timelines would help retain top talent.
Salaries are competitive for regional media standards but vary by city and function. Entry-level roles are on the modest side, while experienced journalists and niche technical experts command higher pay. Total compensation is reasonable for people seeking hands-on media experience, though those prioritizing high pay may find better options in larger national outlets or tech firms.
Bonuses and incentives are inconsistent. Some teams offer performance-based bonuses or story-based rewards, while others rely on informal recognition. There is not a universal, heavily structured bonus scheme. Incentive programs tend to be modest and tied to organizational performance or special campaigns.
Basic health insurance and statutory benefits are provided in most locations. Coverage levels differ and some employees note limitations in premium plans. Maternity and parental leave follow legal norms. Benefits are adequate but not lavish; employees seeking top-tier private plans may need to negotiate at hiring.
Engagement is driven by editorial excitement. Teams celebrate launches, big stories, and milestones with small events, dinners, or informal get-togethers. The company organizes town halls and occasional offsites. Engagement efforts are heartfelt but can be ad hoc; a more consistent calendar of learning and social events would be welcomed.
Remote work support is pragmatic. Some functions (tech, sales, content editing) can operate remotely or in hybrid mode. Field reporting and production roles require on-site presence. The company provides equipment for remote contributors, but home-office stipends and formal remote-work policies are still developing.
Average working hours generally range from 9 to 10 hours on active days, with busy periods stretching longer. Shift rotations, evening coverage, and weekend work are part of the job for many roles. Time-off policies allow for compensatory days after intense assignments, though actual usage depends on manager approval.
Attrition is moderate-to-high in certain teams, particularly among early-career staff who move on for faster pay growth or different career paths. There is no regular pattern of large layoffs, but occasional reorganization has led to role eliminations. Employees frequently cite growth opportunities elsewhere and work-life balance as reasons for leaving.
Overall, this is a spirited, mission-driven place to work if you want hands-on media experience and quick learning. It is not the most cushioned or predictable employer, but it offers real editorial exposure and the chance to build a strong portfolio. If you value fast pace, collaborative teams, and purpose-driven work, this company will be a good fit. For those who prioritize rigid structure, high salaries, or steady remote routines, other options might suit better. Overall rating: 3.8/5 — solid for growth and engagement, with room to improve in structure and benefits.
Read authentic experiences from current and former employees at ETV Bharat
Supportive editors, strong focus on local news and storytelling. Plenty of chances to cover different beats and grow as a journalist at ETV Bharat.
Deadline pressure during big stories, sometimes long field days.
Good brand recognition in regional markets. Field work keeps things interesting.
High sales targets with limited support and late nights during campaign season. Office politics sometimes slows decisions.
Modern tech stack, decent remote days, collaborative engineering team.
Salary hikes are sluggish and performance reviews are informal. Could improve career-path clarity.
