Eureka Forbes is a leading Indian consumer appliances and home-care company specializing in water purification, air purification and vacuum cleaning solutions. The company is best known for brands such as Aquaguard and offers a wide portfolio that sp...
You will often hear two kinds of voices from people who have worked here. Field sales and service staff frequently say they enjoy the autonomy and the chance to interact directly with customers — “you learn fast and see results,” is a common line. Corporate employees mention steady processes and clear product focus, but some add that day-to-day can be routine. A few employees note that support teams are tight-knit and helpful, and that product pride keeps morale up. On the flip side, several testimonials point out pressure around targets for sales roles and occasional communication gaps between teams.
company culture at Eureka Forbes is product- and sales-driven. The organization values customer outcomes and operational discipline. You will find a culture that rewards performance, especially in front-line roles. It is practical and execution-oriented rather than flashy. People who thrive here tend to be pragmatic, results-focused, and comfortable with a mix of fieldwork and process-driven corporate routines.
work-life balance at Eureka Forbes varies widely by function. Field and service roles often involve weekend work and travel; you will sometimes work beyond normal hours to meet customer appointments or resolve service calls. Corporate and support roles tend to have more predictable schedules and reasonable flexibility, though busy quarters and product launches can extend workdays. Many employees report that the company offers flexibility when personal needs arise, but peak sales seasons do require extra commitment.
There is reasonable job security for roles that consistently meet targets and align with core business needs. The company has legacy products and steady demand, which supports continuity. However, roles that are highly sales-dependent or redundant due to restructuring may face more volatility. Performance metrics play a strong role in retention decisions.
Leadership is experienced in consumer products and distribution. There is clear strategic focus on market penetration, service excellence, and product quality. Management communicates priorities but can be uneven in cascading context to middle layers. You will find leaders who are accessible and technically knowledgeable; however, consistent cross-functional direction sometimes requires proactive follow-up from teams.
Managers are generally described as hardworking and target-oriented. Strong managers provide structured feedback and clear KPIs, and they invest in coaching field staff. Some managers are more transactional, focusing on results without extensive mentorship. Overall, managerial quality varies by region and function; where managers take an active interest in team development, reviews are very positive.
There are structured onboarding sessions for sales and service teams, and regular product training is a standard practice. E-learning modules, on-the-job shadowing, and periodic workshops support skill upgrades. Technical staff receive practical service training tied to product updates. Formal leadership programs exist but are limited in scale; much of career growth comes from experiential learning and mentorship.
Promotion opportunities are available, particularly for high performers in sales and service. Sales roles tend to have faster, more merit-based progression if targets are met consistently. Corporate promotions are possible but may take longer and depend on openings and internal mobility. You will find that visibility and results accelerate promotion chances.
Salary ranges are competitive for the sector but differ widely by role and location. Typical approximations:
Bonuses and incentives are an important part of compensation. Sales incentives, target-linked commissions, and spot bonuses for service excellence are common. There are quarterly and annual performance bonuses for eligible staff. Incentive schemes are attractive for top performers but can be heavily target-driven.
The company provides group health insurance and statutory benefits such as provident fund and gratuity. Coverage levels depend on seniority; many employees receive family floater plans and additional wellness benefits. Preventive health checkups and occasional health camps are part of the benefits mix.
Employee engagement includes annual town halls, product launch events, regional award ceremonies, and festival celebrations. Sales meets and recognition galas are frequent, and these events help build camaraderie across the field and corporate teams. Engagement programs are practical and focused on recognition and knowledge sharing.
Remote work support is moderate. Corporate functions have moved to hybrid arrangements where feasible and there is support for remote collaboration tools. Field and service roles require on-site presence and travel, so remote options are limited for those groups. The company provides necessary mobile tools and CRM access to field teams.
Average working hours for corporate roles are approximately 9 to 10 hours a day, with some flexibility. Field and service personnel often have longer and less predictable days, depending on customer schedules and travel. During sales drives or product rollouts, working hours will increase for many teams.
Attrition is moderate for the industry, typically in the range of 15–25% annually, with higher churn in entry-level sales roles. There have been occasional restructurings and role rationalizations, particularly during market shifts, but the company has not been characterized by frequent mass layoffs. Performance-driven exits are more common than broad-scale layoffs.
Overall, working at Eureka Forbes is a solid option for people who appreciate a performance-oriented but pragmatic environment. You will find good learning exposure in sales and service, structured product training, and reasonable benefits. The company suits individuals who like customer-facing roles or who prefer a steady, product-focused corporate setting. On a 5-point scale, a fair overall rating would be 3.8 out of 5 — strong in execution and product credibility, with room to improve in consistent internal communication and broader career development programs.
Read authentic experiences from current and former employees at Eureka Forbes
Strong brand reputation, stable client base, well-defined SOPs and reliable teams across locations.
Bureaucracy at higher levels and occasional long hours during peak season or audits.
Clear brand direction, sufficient budget for campaigns, flexible hybrid days and collaborative team.
Decision making can be slow and cross-functional coordination with product can improve.
Challenging technical problems, good peer code reviews and supportive team leads who help with upskilling.
Processes are heavy and releases move slowly; compensation is a bit below market for experienced engineers.
Great field exposure, decent allowances for travel, supportive regional manager and on-the-job learning.
Field work is physically demanding sometimes and the reporting tools are outdated which slows things down.
Structured sales training for new hires, regular incentives, plenty of customer interaction which keeps the role engaging.
Targets can be aggressive during festival seasons and travel on weekends can be tiring at times.
Friendly colleagues, regular employee engagement activities and generally decent HR procedures.
Limited career progression beyond mid-level, senior leadership not very accessible and raises are conservative.
