Intercontinental Consultants & Technocrats is an engineering consultancy specialising in infrastructure planning, project management and technical advisory services. Headquartered in New Delhi, India, the company provides multidisciplinary expertise ...
“I joined fresh out of college and learned more in my first year than I expected,” says one junior engineer. Another senior consultant shares, “You will get hands-on tasks quickly, and mentorship is available when you ask for it.” People often mention friendly peers and practical exposure to field projects. On the flip side, some employees say you will face tight deadlines during site phases and that work pressure can spike with client demands. Overall, testimonials show a mix of genuine learning opportunities and project-driven stress.
The company culture is pragmatic and project-focused. Teams tend to be collaborative and solution-oriented, with a clear emphasis on delivering for clients. People value practical experience over polish; that makes it a good fit if you like solving real problems and getting direct feedback. For job seekers searching for company culture at Intercontinental Consultants & Technocrats, expect an engineering-driven environment where technical competence and reliability are respected.
Work-life balance is largely dependent on project cycles. During design phases, you will usually maintain reasonable hours, but during mobilization, commissioning, or tight client deadlines, you can expect extended days. Many employees adapt by planning personal commitments around known busy periods. If you are prioritizing work-life balance at Intercontinental Consultants & Technocrats, it helps to be upfront with managers about constraints and to seek teams with more predictable schedules.
Job security is generally stable for core technical roles and staff involved in long-term contracts. There is less stability for project-based or contract positions, which follow client timelines. The company has historically relied on a steady pipeline of infrastructure and industrial projects, which supports continuity. Employees with niche skills in design, project management, or regulatory compliance tend to enjoy stronger job security.
Leadership is competent and technically oriented. Senior managers often have engineering backgrounds and understand field realities. Strategic decisions are influenced by project profitability and client relationships. Communication from the top can be formal and occasional; middle managers handle most day-to-day alignment and feedback. There is a practical mindset at the leadership level, with emphasis on delivery, cost control, and client satisfaction.
Manager reviews are mixed but constructive. Good managers are seen as supportive, accessible, and focused on career growth. Others may be more task-driven and less available for coaching, especially during peak project phases. Performance reviews occur periodically and are tied to project outcomes as well as individual contributions. If you encounter a proactive manager, you will likely receive clear guidance and meaningful feedback.
Learning and development are tangible and pragmatic. On-the-job training, site exposure, and mentorship provide the bulk of skill growth. Formal training programs and occasional technical workshops are available, but they are not as frequent as in large corporate training machines. The company supports certifications relevant to projects, and employees who take initiative will find plentiful learning opportunities while working on real assignments.
Promotions follow a combination of experience, technical competence, and project performance. Career progression is clear for engineers who demonstrate leadership in projects and client handling. Movement into managerial roles may require strong client relationships and team delivery records. Advancement is realistic but may be slower than in startups; consistent performance and visibility on key projects will help.
Salary ranges vary by role, experience, and location. Typical approximate ranges are: entry-level engineers INR 3–6 LPA, mid-level engineers INR 6–12 LPA, senior engineers/lead roles INR 12–25 LPA, and managers 20–40 LPA. Salaries for specialized consultants or international roles will be higher. These figures are indicative and will vary by city, domain, and negotiation.
Bonuses are generally performance-linked and tied to individual and project success. Annual bonuses, project completion incentives, and spot awards exist, but their size depends on profitability and role. Sales or business development roles may have commission structures. Overall, incentives reward delivery and client satisfaction rather than seniority alone.
Health and insurance benefits are standard for the industry. Typical offerings include group medical insurance, basic life cover, and accidental insurance. Maternity and sick leave policies follow statutory requirements. Some offices provide wellness initiatives and employee assistance programs. Benefits are adequate for most needs but may not be as comprehensive as in larger multinational firms.
Employee engagement is practical and low-key. Teams celebrate project milestones, annual gatherings, and local festivals. Technical seminars, knowledge sharing sessions, and field visits are used to foster engagement. Social events are modest and tend to be decentralized by office or project location. Engagement efforts focus on team bonding and technical exchange rather than flashy corporate events.
Remote work support varies by role and project demands. Office-based and site roles require physical presence, while design and back-office functions may offer hybrid or remote options. The company supports remote arrangements where client needs permit, but remote work infrastructure may not be as robust as in fully digital companies. Flexibility is possible with managerial approval.
Average working hours are around 9–10 hours per day, with potential for extended hours during project peaks. Field deployments, tight client timelines, and commissioning windows can push hours higher temporarily. The organization expects commitment during critical phases, and routine workdays are generally within typical office timings.
Attrition is moderate and often linked to career stage and role type. Junior staff may move for faster salary growth, while specialized staff have lower turnover. The company has not been known for frequent large-scale layoffs, though restructuring can occur if projects end or market conditions shift. Overall, attrition reflects industry norms for engineering consultancies.
Overall, the company is a solid choice for professionals seeking hands-on engineering experience and steady project exposure. It will suit those who value practical learning, client-facing delivery, and career progression through demonstrated performance. Compensation and formal benefits are competitive for the sector, and leadership is pragmatic. On a scale of five, an overall rating of 3.5 out of 5 is reasonable, reflecting strong technical opportunities balanced against project-driven workload variability.
Read authentic experiences from current and former employees at Intercontinental Consultants & Technocrats
Hands-on technical work, collaborative teams, and good exposure to client-side testing practices. The company works on interesting engineering projects and you learn a lot about process and compliance.
Promotion cycles are slow and there are some communication gaps at middle management level. Expect occasional late nights around releases.
Supportive mentors and structured training. Great exposure to varied infrastructure projects and international clients. Clear career ladder and regular knowledge-sharing sessions at Intercontinental Consultants & Technocrats.
Compensation growth is a bit conservative compared to some peers, and travel can be frequent during critical project phases.
