Knowledge Splice Services pvt ltd. is an IT services and staffing company that provides software development, data services, and talent augmentation to growing businesses. The company specializes in custom application development, QA and test automat...
Employees often describe their day-to-day in plain terms: supportive teammates, tight deadlines, and a lot of hands-on learning. You will hear things like, "I joined because the interview was friendly and the team helped me settle in," and "I enjoy the people, but some processes feel ad-hoc." These voices paint a picture of a company that is still growing into its systems. If you search for working at Knowledge Splice Services pvt ltd., many current and former staff highlight mentorship from peers and a willingness from managers to listen.
The company culture is practical and team-focused. There is a strong emphasis on getting work done collaboratively, and people value problem-solving over rigid rules. When people talk about company culture at Knowledge Splice Services pvt ltd., they point to approachable colleagues, frequent knowledge-sharing, and a flat-ish hierarchy where ideas from junior staff are often accepted. At the same time, some employees note that formal HR processes and documentation can lag behind the pace of projects, so cultural warmth sometimes compensates for structural gaps.
Conversations about work-life balance at Knowledge Splice Services pvt ltd. are mixed. Many employees say you will have predictable hours and the ability to handle personal commitments on most days. There are project crunches when late nights or weekend checks are required, but these tend to be temporary. Parents and caregivers report that managers are generally understanding if you need flexible hours occasionally. Overall, the balance is reasonable if you keep communication open and plan around known busy periods.
Job security is generally stable for core roles and those aligned with ongoing client projects. There is less stability in short-term or project-based positions, where contracts may end abruptly. The company tends to prioritize retaining talent for critical functions, but there will be periodic restructuring if business needs shift. Employees should expect normal market-level risk rather than guaranteed long-term employment.
Leadership is visible and fairly accessible. Senior managers make an effort to connect with teams through town halls and updates. Decision-making is a mix of top-down direction on strategy and bottom-up input on execution. Managers are pragmatic and focused on delivery metrics; they like measurable outcomes and clear timelines. There is room for improvement in formalizing career paths and communication about long-term strategy.
Manager reviews are generally positive. Many employees feel their immediate managers are supportive, provide timely feedback, and try to remove blockers. Constructive criticism includes uneven management styles—some managers are highly hands-on while others are more hands-off. The quality of mentorship often depends on the individual manager rather than a consistent company-wide standard.
There is a practical approach to learning and development. Training is offered through on-the-job learning, internal knowledge-sharing sessions, and occasional external courses. Formal learning budgets exist but are limited; employees who are proactive and request training tend to access more opportunities. The culture encourages skill growth, especially technical and client-facing abilities, though structured leadership training is less common.
Promotions are available but competitive. Advancement is usually tied to visible contributions, client feedback, and the ability to own end-to-end delivery. Employees who demonstrate consistent performance and take on extra responsibility can move up within a year or two. However, formal promotion cycles and transparent criteria are areas where the company could provide more clarity.
Salary ranges are market-competitive for regional norms. Entry-level roles typically start at industry-standard rates, mid-level professionals are compensated in the mid-range bracket, and senior roles reflect experience and client responsibility. Exact numbers vary by location and function, but there is a general pattern: junior hires receive modest starting pay with room to grow, while experienced hires negotiate higher packages tied to performance metrics.
Bonuses and incentives are performance-linked. There is a mix of quarterly or annual performance bonuses, spot incentives for specific achievements, and occasional project-based rewards. Bonus percentages fluctuate with company performance and individual targets. High performers who align with client needs and internal goals tend to receive the most significant incentives.
Basic health coverage is provided, typically including group medical insurance for employees and their dependents. The level of coverage can vary by location and grade. Some employees supplement company plans with personal policies. Maternity and other statutory benefits are in place according to local laws. Overall, benefits are adequate but not exceptionally generous compared to larger multinational firms.
Engagement is lively on a local scale. Teams organize small events, knowledge sessions, and celebration lunches. Company-wide events such as annual meets or town halls happen periodically and create a sense of community. Engagement initiatives focus on practical team bonding rather than extravagant perks, which suits employees who prefer meaningful, work-aligned activities.
Remote work support is functional. The company provides the basic tools and platform access needed to work from home and allows hybrid arrangements for many roles. There is an expectation to be reachable during core hours, and occasional in-office days are common for collaboration. Overall, remote options are available but balanced with client and team needs.
Average working hours tend to align with standard office schedules, roughly 9 AM to 6 PM, with some variation depending on client time zones. During high-demand phases, employees may work additional hours, but those periods are typically project-bound rather than continuous.
Attrition is moderate, reflecting a competitive market for talent. There have been occasional rounds of restructuring tied to business shifts, but mass layoffs are not a frequent feature of the company’s history. Employee turnover spikes during transition periods or after contract completions but settles down as teams stabilize.
Overall, this is a solid employer for people who value collaborative teams, hands-on learning, and pragmatic leadership. If you are evaluating working at Knowledge Splice Services pvt ltd., expect supportive peers, reasonable work-life balance, and opportunities to grow if you are proactive. The company is not perfect—formal processes and benefits could be strengthened—but it is a place where motivated employees can build skills and contribute meaningfully. Overall rating: 3.8 out of 5.
Read authentic experiences from current and former employees at Knowledge Splice Services pvt ltd.
Flexible hybrid days, regular knowledge-sharing sessions and approachable tech leads.
Compensation is below market and promotion path is unclear. Processes can be bureaucratic at times.
Supportive team leads.
Workload was frequently high with tight deadlines. Appraisal cycles felt inconsistent and there was limited upward mobility during my contract.
