Khadims is a retail footwear brand and retailer known for affordable, fashion-forward shoes and accessories, with a strong presence in eastern India and expanding operations across the country. The company offers a range of products including casual ...
"I started as a sales associate and felt welcomed from day one. You learn quickly on the floor and the team backs you up," says one current store employee.
"I liked the staff discount — it really helped when I needed new shoes for my kids," shares another.
A corporate marketing hire notes, "The pace can be intense, but you get exposure to retail campaigns across cities." These voices reflect a mix of pride in product and the everyday grind. You will hear excitement about customer interaction and frustration about peak-day pressure, which is typical for retail roles.
The company culture at Khadims centers on customer service, sales targets, and practical retail experience. Teams tend to be close-knit at store level; colleagues often become friends because they rely on each other during busy shifts. At corporate offices, culture leans more structured and goal-oriented. There is an emphasis on getting things done, learning on the job, and respecting hierarchy. If you appreciate straightforward retail work and a focus on results, you will likely feel at home.
Work-life balance at Khadims varies a lot by role. Store staff and supervisors work shifts that include weekends and holidays, so personal schedules require flexibility. Corporate roles typically have more predictable hours, although campaigns and peak seasons can extend the day. If you are considering retail sales, expect busy weeks around festivals and sales; if you prefer routine office hours, look at head-office roles.
There is moderate job security overall. Frontline retail roles are tied to store performance and foot traffic, which can make them more volatile during slow seasons. Corporate positions are more stable but are still influenced by business outcomes and restructuring. Employment benefits like provident fund for eligible employees provide a layer of protection, and long-term employees often enjoy greater stability.
Leadership is generally result-driven and focused on expansion and store performance. Senior leaders set clear sales and operational targets and expect managers to translate these into store-level action. Communication can be top-down in some areas, while other leaders are open to feedback and practical suggestions. Strategic decisions originate at the top with an eye on market trends and customer needs.
Store managers are often praised for hands-on guidance and mentorship during busy shifts. Many managers will coach new hires on product knowledge and sales technique, and they are usually accessible on the floor. In some locations, managers can be strict about attendance and process adherence, which some employees appreciate for clarity and others find rigid. Overall, line managers play a pivotal role in daily employee experience.
Training is practical and role-focused. New hires receive hands-on training on customer interaction, product features, and store operations. Corporate employees may have access to workshops and vendor-led sessions on merchandising, marketing, or supply chain. There is limited formal classroom-style L&D for store staff, but learning by doing is a strong feature. Those who seek structured career development may need to take initiative.
Internal promotions are common at the store level: sales associate to senior associate to supervisor to store manager is a clear pathway. Movement beyond store management into regional or corporate roles happens but is competitive and often depends on performance and timing. Employees who consistently meet targets and show leadership are likely to be noticed.
Salary ranges vary widely by role and city. Entry-level sales associates typically earn between INR 8,000 and INR 15,000 per month in smaller cities, with higher wages in metropolitan areas. Store managers can expect INR 20,000 to INR 45,000 per month depending on experience and location. Corporate roles such as marketing or operations start higher and vary by function and seniority. Compensation is often aligned with local retail standards.
There are sales-linked incentives and occasional festival bonuses. Incentive structures reward individual and store performance, which can meaningfully boost take-home pay during strong months. Annual bonuses are discretionary and tied to company and individual performance. Incentive plans are a key part of total compensation for sales roles.
Health benefits are provided for eligible employees and often include group medical insurance for permanent staff. Provident Fund contributions are in line with statutory requirements for qualifying employees. Maternity benefits follow statutory norms. Coverage details and eligibility timelines vary by employment type and location.
Stores run sales competitions, product promotion contests, and festival events to keep teams engaged. Annual gatherings or recognition events are common at regional levels. Corporate teams host occasional town halls and team outings. Engagement is practical and sales-oriented, with an emphasis on rewarding top performers.
Remote work support is limited. Store roles are inherently on-site and require in-person presence. Corporate functions may offer hybrid arrangements at times, especially for roles that are not customer-facing, but remote options are not the norm. Candidates should expect presence requirements depending on their role.
Retail staff typically work 8–10 hour shifts with rotating schedules to cover weekends and holidays. Supervisors and managers may stay longer during peak times. Corporate roles are often around a standard workday, though campaign deadlines can extend hours. Overtime policies follow company rules and local labor laws.
Attrition is moderate to high in frontline roles, reflecting the retail industry's nature and seasonal hiring patterns. Turnover is lower in stable, long-tenured stores and in some corporate teams. Large-scale layoffs are not common public knowledge; however, performance-related exits and restructuring during downturns have occurred in the broader retail sector.
Overall, this organization offers solid retail experience and clear career paths for people who enjoy customer-facing roles and sales. There is room for improvement in formal learning paths and flexible working options. On balance, the company is a dependable employer for retail professionals seeking hands-on growth and for corporate candidates looking to work in consumer retail. Rating: 3.5 out of 5 — practical, performance-driven, and suited to those who thrive in a fast-paced retail environment.
Read authentic experiences from current and former employees at Khadims
Strong processes, cross-functional exposure and supportive leadership. Great for building logistics skills.
Occasional travel and tight timelines during peak season.
Friendly colleagues and learning product knowledge quickly.
Commission structure could be better.
Interesting projects, decent tech stack and learning opportunities.
Slow decision making and limited headcount for new initiatives.
Supportive manager, steady customer flow, staff discounts.
Long hours on weekends and festival seasons, targets can be stressful.
Good exposure to payroll and employee relations. Helpful HR team.
Upper management slow to act, limited career progression.
Creative freedom and good discounts. Fun to design store layouts.
Low pay, lots of travel and last-minute changes.
