Medikabazaar is an Indian B2B health-tech marketplace that simplifies procurement of medical supplies for hospitals, clinics, laboratories and government buyers. Headquartered in Gurugram, India, the company offers an online platform and logistics ne...
I spoke with several current and former employees to get a real sense of life inside. Most people said they enjoy the day-to-day problem solving and the fast pace. One mid-level operations executive said, "You will learn quickly — the scale and variety of tasks push you." A customer-facing employee added, "Teams are supportive; you'll find people who jump in to help when deadlines are tight." There are a few candid notes too: some folks felt onboarding could be smoother and that cross-functional communication sometimes breaks down during busy quarters. Overall, testimonials paint a picture of an energetic workplace where people are proud of the mission and the work, even if it can be demanding.
The company culture at Medikabazaar is pragmatic and mission-driven. People talk about customer focus and operational excellence as shared values. There is a start-up energy despite the company being relatively mature, and you will likely find an environment that rewards initiative. Collaboration is encouraged, but hierarchies still exist — decisions often come from product or operations leadership. If you value impact and speed over rigid processes, you will probably fit in. For those who prefer a slower, process-heavy environment, it may feel a bit chaotic.
Work-life balance at Medikabazaar varies a lot by role. Sales and operations roles can demand longer hours, particularly during peak delivery cycles. Tech and product teams report more predictable schedules but still face crunches around launches. Several employees said they could take time off without excessive friction, but others mentioned late-night calls or weekend work during critical periods. If you are joining, ask specific teams about typical rhythms — the reality of working at Medikabazaar depends heavily on your function and manager.
Job security at the company is generally stable, provided that business performance remains steady. There have been occasional reorganizations as the company shifts priorities, but mass layoffs are not common knowledge. Employees who consistently meet targets and align with evolving goals will usually find their positions secure. Contract roles and very junior positions may have more turnover risk than established full-time roles.
Leadership is visible and vocal about strategy and goals. Senior leaders communicate growth targets and major initiatives regularly. That said, some employees feel there is a gap between high-level strategy and day-to-day execution, which creates frustration when priorities change quickly. Management often emphasizes metrics and accountability; those who respond well to data-driven tracking will be comfortable. There is a clear expectation that managers will be hands-on and accessible.
Manager quality varies across teams. Strong managers are praised for mentorship, clarity, and advocacy for team members. Poorer reviews mention micromanagement or slow decision-making. Many reviewers say that the manager you get matters more than the team itself — good managers make the fast pace manageable and provide growth opportunities; less effective managers can make workloads feel overwhelming. When interviewing, it is worth asking about your prospective manager’s style and previous team retention.
The company invests in learning, with internal knowledge-sharing sessions, on-the-job learning, and occasional sponsored courses. Technical teams have access to resources for upskilling, and business functions benefit from cross-functional exposure. Formal structured learning programs are improving but may not be as comprehensive as in some larger firms. If you are proactive about learning, you will find plenty of chances to grow.
Promotions are available but competitive. Advancement tends to reward measurable impact and ownership rather than tenure alone. Cross-functional moves are possible and sometimes encouraged, which can accelerate career paths if you demonstrate adaptability. Formal promotion cycles exist, but some employees report that timing can be influenced by business needs and budget availability.
Salary ranges are generally competitive with similar-sized players in the healthcare logistics and B2B marketplace space. Entry-level roles are aligned with market benchmarks, while senior roles may offer above-market pay depending on experience and role criticality. Compensation transparency varies by team; candidates should clarify banding and expectations during interviews. Performance and role seniority are the main drivers of salary differentiation.
Bonuses and incentives are performance-linked. Sales teams have commission structures that can be lucrative for high performers. Other functions have variable bonus schemes tied to company and individual metrics. Payouts are generally predictable when targets are met, and top performers do receive meaningful rewards. It is advisable to confirm bonus eligibility and targets during hiring discussions.
Health coverage is offered and meets industry norms — medical insurance for employees and often family coverage options. Additional benefits like term life insurance and accidental coverage are available in many plans. Mental health support and wellness programs exist but can be limited in depth compared to larger corporate players. Overall, benefits are solid and practical, focusing on core healthcare needs.
Employee engagement activities include town halls, team outings, and occasional offsites. There are regular internal events to share wins and company updates. Cultural events around festivals and milestones are celebrated in many offices. Engagement levels are higher in teams with active leadership; in quieter teams, events may feel more perfunctory.
The company supports hybrid work models in many teams, with clear expectations set by managers. Remote work infrastructure is in place: collaboration tools, VPN access, and documented processes. Some roles require on-site presence due to operational needs. Remote employees report adequate tech support but recommend setting clear communication norms up front.
Average working hours are slightly above the standard 9-to-5 for many roles. Expect 9–10 hour days during regular weeks and longer stretches during launches or peak operations. Flexibility exists, but consistent late hours are not uncommon in certain functions. Planning ahead and negotiating expectations with your manager will help manage workload.
Attrition is moderate and varies by function. Sales and operations see higher churn than engineering or product. There have been periodic reorganizations as the company refines strategy, but widespread layoffs are not a frequent pattern. Retention improves when employees have clear growth paths and supportive managers.
Overall, this company is a solid place to build skills and make an impact, especially if you like a fast-paced environment and mission-driven work. Working at Medikabazaar offers strong exposure to real business problems, competitive pay, and practical benefits. Some areas such as onboarding, manager consistency, and formal L&D programs can improve. If you are adaptable, results-oriented, and eager to learn, you will likely find this company rewarding.
Read authentic experiences from current and former employees at Medikabazaar
Ownership of features, modern tech stack, supportive tech leads and clear product vision.
Occasional sprint crunches before big releases.
Friendly supervisors, clear shift schedules.
Wages could be better. Processes need occasional improvements to reduce manual work.
Great market exposure and an incentive-driven sales structure.
Long field hours with heavy travel; targets can be aggressive some quarters.
