Leverage Edu is an Indian edtech and career counseling platform headquartered in Gurugram, specializing in study-abroad consulting, test preparation guidance, admissions support, scholarships and career mentorship. The company connects students with ...
Voices from current and former employees paint a mixed but human picture of working at Leverage Edu. Many people say they joined for the mission-driven environment and enjoyed the fast pace — you’ll hear stories about supportive teammates and meaningful student-impact work. Some cite high energy and long hours during peak campaigns, while others praise mentorship from seniors. Overall, working at Leverage Edu often feels rewarding if you like dynamic, results-oriented roles.
The company culture at Leverage Edu leans startup-like: energetic, ambitious, and focused on growth. People describe a meritocratic vibe where good ideas get visibility regardless of title. There is an emphasis on student outcomes and data-driven decisions. For those seeking company culture at Leverage Edu, expect collaborative brainstorming, fast feedback loops, and occasional chaos as teams scale processes. The culture is friendly but performance-oriented.
Work-life balance at Leverage Edu varies by role and team. Sales and counseling teams typically face targets and peak-season surges that demand extra hours, while many product and operations roles enjoy more predictable schedules. If you value flexibility, there are pockets where you will have autonomy to manage time. For a clear sense of work-life balance at Leverage Edu, ask peers in the specific function you are considering.
Job security is moderate and tied to performance and business cycles. The company is in a growth industry, which supports role continuity, but like many startups, it adjusts staffing with market needs. Employees who consistently meet targets and adapt to changing priorities will find stable opportunities. It is advisable to maintain performance visibility and keep skills current to strengthen job security.
Leadership combines ambitious founders and experienced hires who push for scale. Strategy is often growth-focused, with leaders communicating milestones and future plans. Management styles vary across departments; some managers are hands-on and mentorship-driven, while others focus on metrics and outcomes. Overall, leadership is accessible, but communication can sometimes be rapid and iterative as priorities evolve.
Managers receive mixed feedback: many are praised for coaching, knowledge sharing, and career support. Others are critiqued for being target-driven with less emphasis on process clarity. The best managers are those who balance empathy with clear expectations, provide regular feedback, and remove roadblocks for their teams. If you value a manager who invests in development, seek out those highlighted in peer feedback.
Learning and development opportunities are available through internal training, mentorship, and on-the-job exposure. The environment is conducive to fast learning because roles often require cross-functional collaboration. Formal L&D programs are growing, and employees report value from product demos, sales enablement sessions, and leader-led workshops. There will be greater growth if you proactively request training and take part in knowledge-sharing.
Promotion opportunities exist but are tied to measurable impact and role needs. The company rewards high performers with faster progression, especially in commercial teams. Advancement is clearer in growing functions where new roles are created. To increase promotion chances, document achievements, seek feedback, and align your goals with team metrics and company priorities.
Salaries are competitive for the edtech market but vary widely by role and city. Approximate ranges (indicative):
Bonuses and incentives are primarily performance-linked. Sales and counseling teams receive commissions and target-based payouts, while other teams may have quarterly or annual performance bonuses. Incentive structures are designed to reward measurable outcomes, so strong performers can significantly increase take-home pay through variable pay.
Health and insurance benefits are offered and generally align with industry standards. Typical offerings include employee health insurance, dependent coverage options, and wellness initiatives. The exact coverage and premiums may vary by seniority and country of employment. Employees suggest reviewing policy details during onboarding to understand limits and claim procedures.
Employee engagement is active, with team outings, town halls, and festivals celebrated across offices. There are regular knowledge-sharing sessions and recognition programs to highlight achievements. During hiring drives and onboarding, new joiner events help integrate teams. Engagement activities aim to keep morale high and connect remote and office staff.
Remote work support exists but varies by team. Many roles allow hybrid or remote arrangements, especially in product, engineering, and some marketing functions. Sales and counseling roles often require office presence during peak periods. The company provides basic remote tools and collaboration platforms to help distributed teams stay aligned.
Average working hours depend on function and cycle. A typical workday ranges from 8 to 10 hours; during peak admissions or campaign seasons, people often work longer. The company expects flexibility when business needs demand it, though teams are making efforts to normalize schedules and reduce burnout.
Attrition is moderate, similar to many high-growth startups where role changes and lateral moves are common. There is periodic restructuring as teams scale or refocus priorities, which can lead to role adjustments. It will be prudent for candidates to ask about turnover in their prospective team and to check recent company updates for any major staffing changes.
Overall, the company is rated positively by many for mission-driven work, learning potential, and energetic culture. There are trade-offs: growth opportunities come with fast pace and fluctuating workloads. For candidates who thrive in dynamic environments and want to impact student pathways, this company can be a rewarding place to work. For those prioritizing steady routines and strict work-life boundaries, it may feel intense at times.
Read authentic experiences from current and former employees at Leverage Edu
Strong engineering culture and ownership. Leverage Edu gives access to a modern tech stack, good learning budgets, and supportive managers who let you drive product decisions. Remote-first flexibility has been great for productivity. Plenty of opportunities to upskill and work on features that impact students directly.
Startup pace means occasional tight deadlines and cross-team handoff issues. Compensation is fair but could be more aggressive for senior hires compared to some big tech roles.
Meaningful work supporting students planning abroad and good training programs for counselors. The team is collaborative and there are chances to work with international partners which is great for career growth. Hybrid setup allowed a balance between office collaboration and focused work-from-home days.
High monthly targets and KPIs during peak season can mean long hours. Salary growth for front-line counselors felt modest and internal processes change frequently which can be confusing. Would appreciate clearer promotion paths for the counseling team.
