Housing.com is a consumer-facing proptech and real estate portal that helps users search, list and transact residential and commercial properties online. Headquartered in Mumbai, the company offers property listings, neighborhood insights, pricing in...
People who have worked here often describe a strong sense of purpose. You will hear engineers say they enjoy solving real problems for users, while salespeople note the fast pace and the tangible results of closing deals. Some quotes you might read: "I learned a ton in a short time" and "the team genuinely cares about product quality." There are candid mentions of busy periods and occasional stress, but overall employees report that working at Housing.com helped them grow quickly.
The company culture at Housing.com leans product-first and data-driven. Teams care about metrics and user experience, and there is a clear push toward experimentation and iteration. Collaboration is encouraged, and cross-functional meetings happen regularly. That said, culture varies across teams — engineering and product teams tend to be more relaxed and autonomy-driven, while sales and operations are more target-oriented. If you are looking for a place where ideas are heard and shipped fast, company culture at Housing.com will likely appeal to you.
Work-life balance at Housing.com is mixed depending on the role. In product and engineering, you will often find flexible hours and the ability to manage your day. In sales or launch-heavy cycles, you will see longer days and weekend catch-ups. The company supports flexible schedules and hybrid working to help you manage responsibilities outside work, but there are peak times where the workload ramps up.
Job security is tied to company performance and individual impact. Core technical and product roles that directly contribute to revenue and user retention are more secure. There have been periods of restructuring when non-core functions were reviewed. Overall, job security is reasonable but not guaranteed; you will be safest when your work clearly contributes to measurable business outcomes.
Leadership is generally seen as product-oriented and ambitious. Senior leaders focus on growth, user experience, and scaling challenges. Communication from the top can be transparent during major initiatives, though there are occasional criticisms about decisions being made too quickly without cross-team consultation. In general, leadership sets a clear direction and expects teams to execute.
Managers vary widely in style. Many are praised for being supportive, mentoring, and accessible — especially in tech and product teams. However, there are instances of micromanagement in high-pressure departments. If you prioritize mentorship and regular feedback, do look into the team you will join; manager fit is often cited as the decisive factor in employee satisfaction.
There are ample learning opportunities, from on-the-job experience to internal knowledge-sharing sessions, tech talks, and hackathons. Formal training budgets exist but are limited and usually reserved for strategic or high-impact roles. Junior hires often learn fast through exposure to multiple aspects of the product and real responsibilities early on.
Promotions are merit-based but can be influenced by organizational bandwidth and hiring freezes. Fast performers can move up quickly, especially in growing functions. In more stable periods, promotions may take longer due to flat team structures. Having measurable outcomes on your profile will speed up advancement.
Salary ranges vary by location, experience, and role. Typical annual figures (INR) are roughly:
Bonuses are mostly performance-driven. Sales roles have significant commission structures and short-term incentives. For other functions, there are annual bonuses tied to company and individual performance. Stock options or equity are available but not universally granted; they are more common for senior hires and key contributors.
The company provides group health insurance for employees and often covers dependents up to a limit. Maternity and paternity leave policies align with statutory norms and sometimes extend beyond the minimum for certain roles. Mental health support and employee assistance programs are available in some teams or during specific initiatives.
Teams host regular events — product launches, offsites, team outings, festival celebrations, and hackathons. Engagement activities are meant to build cohesion and are generally well-received. During quieter business phases, these events slow down, but they pick up again when budgets and priorities align.
Housing.com supports hybrid working models. Remote work tools and allowances for home setups are provided in many cases; laptops and software access are standard. Some teams remain predominantly office-based due to the collaborative nature of their work, while others operate seamlessly with remote members.
Typical working hours average 9 to 10 hours a day including meetings. Some teams maintain strict 9–6 rhythms, while others are more flexible. During product launches or high-pressure sales cycles, working hours can extend beyond the usual span.
Attrition has been moderate and reflects startup-like dynamics — people join for growth and sometimes leave for faster promotions or different opportunities. The company has undergone periodic restructuring and selective layoffs in the past as part of business realignments. These have not been systemic annual events but do occur when market conditions or strategy shifts demand it.
Overall, Housing.com earns a solid rating for its focus on product, learning opportunities, and dynamic environment. If I were to summarize, I would rate it 3.8 out of 5. It is a good fit for professionals seeking fast learning, meaningful work, and a product-first culture, while those prioritizing strict predictability and ultra-stable long-term security may find it less ideal.
Read authentic experiences from current and former employees at Housing.com
Strong engineering culture, regular tech talks and mentorship. Good focus on product quality.
Some decision cycles are slow; occasional late sprints before launches.
Good incentives and a supportive field team.
Targets can spike seasonally; paperwork is a bit manual.
Smart team, clear product vision and user-first approach.
Frequent reorganisations made roadmaps shift often; career path could be clearer.
Helpful colleagues and decent HR processes for basic needs.
Limited growth for mid-level HR roles, workload was high during hiring drives and retention strategies. Communication between leadership and teams could be more transparent; often felt decisions were top-down.
