Freshworks is a global SaaS company that builds customer engagement and IT service management software for businesses of all sizes. Headquartered in San Mateo, California with deep engineering roots in India, the company offers flagship products such...
People I spoke with paint a warm but pragmatic picture. One product engineer said they enjoy the collaborative teams and fast decision cycles — “you’ll get to ship features quickly and see impact.” A support agent highlighted the friendly peer culture and helpful onboarding, noting that managers are generally accessible. A few sales reps mentioned pressure to hit quotas during quarter ends but added that compensation can be rewarding when targets are met.
These voices show a mix: many employees appreciate the day-to-day experience of working at the company, while some roles face higher stress during peak periods. If you are considering working at Freshworks, talk to someone in the exact team you will join — experiences vary by function.
The company culture is energetic, product-focused, and customer-oriented. You will find teams that move fast, celebrate wins, and iterate quickly. There is a strong emphasis on user empathy and shipping value rather than endless planning. At the same time, the culture is growing up: processes are being added to support scale, so you will see a mix of startup hustle and enterprise discipline.
Search terms people use — like company culture at Freshworks — reflect a reputation for openness, transparency in product decisions, and a bias for action. Diversity and inclusion efforts exist and are visible through ERGs and local initiatives.
Work-life balance at Freshworks depends a lot on role and seniority. Customer-facing teams and product launches can mean late nights and weekend sprints, while some engineering and corporate functions maintain steadier schedules. Many employees say they can manage personal commitments by planning ahead and using flexible hours. If maintaining a predictable schedule is crucial for you, target functions with lower customer urgency.
Overall, the company is moving toward more mature policies that respect personal time, but there will be periods when you will need to prioritize work for release deadlines.
Job security is generally reasonable, with steady product demand and ongoing customer growth. There are periodic reorganizations as the business refines strategy and scales operations. Employees should be prepared for occasional role reshuffles or team consolidations, but mass layoffs are not characteristic of the company historically. Performance and business unit results influence job continuity.
Senior leadership communicates vision clearly and emphasizes customer-centric products. The executive team tends to be accessible during all-hands and Q&A sessions, and they articulate strategy in practical terms. Management quality can vary by region and team; some managers are highly empowering while others are still developing coaching skills. Overall, leadership sets a positive strategic direction and invests in product innovation.
Managers who are employee-focused score higher in engagement and retention. Strong managers provide clear goals, regular feedback, and career guidance. Areas for improvement include consistent coaching and better cross-team coordination in some parts of the organization. New managers receive formal training, but execution of people management practices is not uniform.
The company invests in learning through internal training, mentorship programs, and access to online courses. Technical tracks, sales enablement, and leadership training are available and frequently updated. There is room to formalize individual development plans more consistently, but motivated employees will find opportunities to grow their skill set and take on new responsibilities.
Promotions are merit-based and driven by contributions, business impact, and competency growth. There are clear career ladders for engineering, product, sales, and customer success, though timelines can vary. High performers who take on cross-functional impact and visibility tend to move faster. Formal promotion cycles exist, which helps transparency.
Salary bands vary by geography and level. The following are approximate ranges and should be treated as general guidance:
Compensation is competitive for tech markets, and total packages include variable pay and equity components.
Bonuses and incentives are performance-linked. Sales roles have commission structures and accelerators. Many employees are eligible for annual performance bonuses and occasional spot awards for outstanding contributions. Equity or long-term incentive plans exist for eligible employees, providing alignment with company growth. Payouts are typically tied to both individual and company performance metrics.
Health coverage is comprehensive in primary markets. Benefits generally include medical insurance for employees and dependents, mental health support, and wellness programs. In some regions, dental and vision are available. Parental leave policies are competitive and there are programs to support new parents. Benefits packaging differs by country to comply with local norms.
Engagement is fostered through town halls, team offsites, hackathons, and recognition programs. Social events and community activities are common and help build camaraderie. During scaling periods, some local teams prioritize virtual engagement and professional communities to keep dispersed teams connected.
Remote work support is robust. The company offers hybrid models, remote allowances in certain locations, and equipment support for home offices. Collaboration tools and documented processes help remote teams sync. Flexibility policies vary by region, so clarify expectations with your team during hiring.
Average working hours hover around 40–45 per week for many roles, with occasional spikes during product launches or sales cycles. Core hours and flexible scheduling help teams coordinate across time zones, but cross-geography collaboration can add late calls for some employees.
Attrition is moderate and higher in sales and entry-level support functions, which is typical for the industry. The company has undergone reorganizations as part of scaling and strategic shifts, but widespread, repeated layoffs are not a defining pattern. Voluntary turnover tends to reflect career moves and market competition.
4.0 out of 5.0 — The company offers strong product focus, competitive compensation, and real opportunities to learn and advance. You will find a dynamic culture that values customer impact and rapid delivery. Some variability exists across teams in management quality and work pressure, so prospective candidates should research their specific function and speak with future peers before accepting an offer. Overall, it is a solid employer for people who enjoy building product-led businesses and growing with a maturing tech company.
Read authentic experiences from current and former employees at Freshworks
Supportive engineering leads, good focus on product stability, access to modern tooling and mentoring. Flexible hybrid setup helps with family time.
Sometimes sprint planning is rushed and on-call rotations can be heavy. Salary bands could be more transparent.
Great product-market fit which makes customer conversations positive. Colleagues are friendly and many internal tools are well-built. Good exposure to enterprise accounts.
Compensation was below market for the Bay Area. Career progression felt slow and promotions were inconsistent. Re-orgs caused uncertainty several times.
Working on features that actually matter to customers. Remote set-up is flexible and leadership is data-driven. Interview and onboarding were smooth.
Cross-team communication can be fragmented — lots of meetings but not always clear action. Limited formal career training and product processes still maturing.
