Lycatel BPO operates as the business process outsourcing arm aligned with the Lycatel group, providing multilingual customer support, telemarketing, back-office processing and billing services tailored to telecom, fintech and global services clients....
I spoke with several current and former staff and gathered candid snippets that reflect day-to-day life. One agent said, “You’ll get solid on-the-floor training and supportive teammates — it makes the early months easier.” A team lead mentioned, “They’re flexible when you need time off for family emergencies, but the peak seasons can be intense.” New hires often highlight a friendly onboarding vibe, while longer-tenured employees praise the camaraderie in their teams. These voices give a realistic feel for working at Lycatel BPO: supportive peers, clear expectations, and periods of high pressure.
The company culture at Lycatel BPO leans toward performance-driven teamwork. People tend to be goal-oriented but also social; there are regular shout-outs and small celebrations when targets are met. The environment rewards consistency and client-focused professionalism, and there is a visible emphasis on customer satisfaction. If you enjoy a lively, metrics-focused workplace with collaborative underpinnings, the company culture at Lycatel BPO will likely suit you.
Work-life balance at Lycatel BPO varies by role and shift. Employees working day shifts often report manageable schedules and predictable routines, while night and rotational shift workers say personal time can be harder to protect. Management offers shift swaps and occasional flexible arrangements, which many employees appreciate. If maintaining a strict 9-to-5 rhythm is important, you will want to check the exact shift before accepting an offer.
Job security at Lycatel BPO aligns with industry norms. There are stable client contracts that sustain staffing needs, but like other BPOs, headcount can be affected by client wins or losses. Performance-based evaluations factor into continued employment. There is a formal notice period in case of role changes or termination, and severance practices follow local regulations. Overall, employees can expect reasonable job security when performance is consistent.
Leadership communicates business priorities and targets, although the clarity of communication can vary between departments. There is an operational focus from senior management and a clear chain of command that helps escalate client issues quickly. Managers are often promoted from within, bringing frontline experience to supervisory roles. Strategic changes are usually rolled out with an explanation, but some employees feel more context could be shared about long-term company direction.
Managers are generally described as accessible and pragmatic. Many frontline managers are recognized for walking the floor, coaching agents, and providing immediate feedback. Some staff report variability in managerial styles — from highly supportive coaching to strictly metrics-driven supervision. Performance reviews are typically structured and fair, though there are occasional complaints about inconsistency across different teams.
Training programs are a clear strength. New hires receive structured onboarding, and there are regular refresher sessions and product updates. Learning resources include e-learning modules, call coaching, and soft-skills workshops. For those interested in cross-functional movement, there are job shadowing opportunities. The company invests in skill-building that aligns with client needs, which makes it practical and applicable learning.
Promotion pathways are available and often transparent. Frontline agents who consistently meet KPIs and demonstrate leadership potential can move into senior agent, trainer, or team lead roles within 12–24 months. There are also lateral moves into quality assurance, workforce management, and client service roles. Advancement depends on performance, availability of roles, and sometimes on the timing of client expansions.
Salary ranges vary by geography and role. Entry-level customer service roles typically fall in the lower to mid-range of industry pay scales for the region. Team leads and specialists occupy mid-level pay bands, while managerial and client-facing senior roles command higher compensation. Salaries are competitive when compared to local BPO averages, and exact figures will depend on location, experience, and specific job function.
Bonuses and incentives are performance-linked. Monthly or quarterly incentives for hitting KPIs such as AHT, CSAT, or sales targets are common. There are spot awards and recognition programs for exceptional performance. Sales and retention teams may have commission structures. Incentives are a meaningful part of total compensation for many roles.
Benefits tend to follow local norms and legal requirements. The company provides basic health coverage, with options for enhanced plans in some locations. Other typical benefits include disability coverage, life insurance, and employee assistance programs. Benefit levels will vary by country and employment contract, so it is important to confirm specifics during recruitment.
Engagement activities are regular and varied: team-building outings, town halls, wellness days, and small celebrations for festivals or campaign launches. There are recognition boards and monthly award ceremonies. These events foster team bonding and help maintain morale during busy periods.
Remote work support exists but is role-dependent. Some positions and back-office functions offer hybrid or fully remote arrangements, while many client-facing roles require on-site or secure environments. For remote employees, the company provides standard IT support, equipment stipends in some regions, and clear work-from-home guidelines.
Average working hours typically mirror standard BPO schedules: eight-hour shifts plus scheduled breaks. Rotational and night shifts are common for 24/7 clients, so expect some variability. Overtime is occasional during peak periods or client launches.
Attrition rates are moderate and consistent with the broader BPO sector; high turnover exists in entry-level roles while specialized positions show lower churn. There are no widespread, recurring layoffs reported publicly in recent history, although occasional restructuring tied to client changes has occurred. Overall, employment stability tracks with client portfolio performance.
Overall, this company earns a solid rating for people who value structured training, clear performance metrics, and team-oriented environments. Strengths include onboarding, incentives, and internal mobility. Areas for improvement are consistent managerial communication and greater flexibility for shift workers. On a 5-point scale, a fair composite score would be 3.8 out of 5, reflecting reliable operations with room to grow in flexibility and transparency.
Read authentic experiences from current and former employees at Lycatel BPO
Helpful colleagues. Flexible hybrid days helped on some weeks.
Low pay with long hours, unclear promotion path and inconsistent management decisions. Feels like favoritism at times and targets can be unrealistic during campaign changes.
Supportive manager, clear targets and regular feedback. Good training when you join and chances to lead small projects.
Rotating night shifts during peak season can be tiring. Office infrastructure could use an update.
