Freedom Employability Academy is an employability and workforce-skills organization focused on upskilling job seekers with practical training, soft skills coaching, and placement support. Based in India, the academy works with students, recent gradua...
“I joined as a career coach and I honestly felt welcomed from day one. The onboarding was hands-on and you’ll get real chances to work directly with learners.”
“People care here. When my schedule got tight, my manager helped me shift sessions without drama.”
“I appreciate the mission — you can see the impact when students land jobs. It makes the long days worth it.”
These voices represent common sentiments: employees tend to highlight mission-driven work, helpful peers, and practical onboarding. There are a few gripes about inconsistent processes, but overall most employees say working here feels meaningful.
The company culture at Freedom Employability Academy is mission-first and learner-focused. Colleagues are supportive, open to feedback, and generally collaborative. There is an emphasis on outcomes rather than hierarchy; people will rally around a cohort launch or a hiring event. At the same time, some teams move fast and documentation can lag, so you should be comfortable with occasional ambiguity. If you are seeking a place where passion for learner success matters, company culture at Freedom Employability Academy tends to be a good fit.
Work-life balance at Freedom Employability Academy is achievable but variable by role. Instructors and program leads often have set schedules tied to class times, which can make it easier to plan personal life. Project-based staff and those in growth roles may see spikes around launches. Overall, the organization encourages flexibility — you will find managers willing to accommodate personal needs when given notice.
Job security is moderate. The organization is mission-driven with steady demand for training programs, which supports a stable headcount for core roles. There is exposure to funding cycles and contract renewals, which means that some non-core positions may be more vulnerable during budget adjustments. Employees should expect periodic reviews and clear performance discussions that inform long-term fit.
Leadership positions present a mix of strong vision and operational gaps. Senior leaders articulate clear goals around employability outcomes and partnerships. They will often push for measurable impact and strategic growth. However, middle-management layers can be uneven in communication and follow-through. The leadership team is generally accessible for strategic conversations, but operational consistency is an area for development.
Managers are generally described as supportive and mission-aligned. Many will coach and provide constructive feedback during one-on-ones. There are instances where managers are stretched thin and supervisory attention becomes inconsistent; in those cases, team members report needing to be more self-directed. Promotion paths and performance expectations are sometimes not fully clarified at the manager level.
Learning and development are prioritized. Staff training includes instructional best practices, equity in hiring, and tools training. The company invests in upskilling instructors and provides budgets for relevant courses. Employees will find on-the-job learning plentiful, especially in curriculum development and employer engagement.
Opportunities for promotions are present but competitive. The organization prefers to promote internally when it can, especially into program management and senior instructional roles. Career growth tends to require demonstrating impact through cohort outcomes or revenue-generating initiatives. Employees who document achievements and seek cross-team projects will have stronger promotion prospects.
Salary ranges are market-aligned for nonprofit/education-adjacent organizations but may trail larger tech or corporate employers. Typical ranges (approximate): instructors and career coaches $40,000–$60,000; program managers $60,000–$80,000; operations and marketing roles $50,000–$75,000; senior leadership $90,000–$130,000. Compensation is reasonable for mission-driven work, although some employees note that salary growth is gradual.
Bonuses and incentives are modest. There are occasional performance-based bonuses for sales or partnership wins. Referral bonuses exist for bringing in talent. Incentive structures are more common in growth and employer partnerships teams than in instructional roles. Overall, total compensation relies more on base salary than large bonus payouts.
Health and insurance benefits are standard and dependable. Medical, dental, and vision plans are offered, with employer contributions that cover a portion of premiums. There is some coverage for mental health services and employee assistance programs. Benefits are stable and consistent for full-time employees, though part-time staff may have limited access.
Employee engagement includes regular all-hands, cohort celebration events, and occasional off-sites. There are community-focused activities like student demo days and volunteer sessions. Events lean toward mission celebration rather than heavy socializing; employees who enjoy impact-driven gatherings will feel included.
Remote work support is solid. The company offers hybrid and fully remote arrangements for many roles. Tools like Slack, Zoom, and a shared LMS are in active use. Managers will generally support remote flexibility, but some roles tied to in-person cohorts require presence during sessions. Remote onboarding is well-structured for new hires.
Average working hours are about 40 per week for most roles. Instructors have set teaching schedules which can make hours predictable. Project launches, student demo days, and employer events may require extra hours occasionally. Overall, overtime is situational rather than constant.
Attrition is low-to-moderate. Turnover happens most in non-core or early-stage roles and during funding transitions. The organization has conducted targeted restructurings in the past tied to program shifts, but there is no pattern of widespread layoffs. Most departures are voluntary as employees move to other sectors.
Overall, this company is a solid place for people who value mission-driven work, learner impact, and collaborative culture. There are areas for improvement in operational consistency, pay progression, and middle-management communication. If you prioritize meaningful work, flexible policies, and steady benefits, this organization will likely be a good match. For those seeking rapid salary growth or highly structured corporate processes, expectations should be adjusted. Overall rating: a dependable, impact-oriented employer with room to grow.
Read authentic experiences from current and former employees at Freedom Employability Academy
Supportive leadership and a clear mission to help learners get jobs. Freedom Employability Academy invests heavily in trainer development—there are regular workshops, access to online courses, and opportunities to build new modules. Hybrid work policy gives good flexibility and the team culture is collaborative.
Compensation is modest compared to similar edtech roles and promotion cycles can be slow. Some administrative/reporting work takes time away from coaching learners.
