MoEngage is a customer engagement and marketing automation platform with headquarters in San Francisco and Bengaluru, serving brands worldwide with analytics-driven personalization. The company offers tools for customer analytics, journey orchestrati...
You will hear a mix of voices from people working there. Many employees say they enjoy the sense of mission — they like building products that customers actively use, and they feel their work matters. People often mention empathetic teammates, fast decision-making, and a startup energy that keeps things lively. Some will tell you about late-night shipping sprints or tight deadlines, while others will highlight quick recognition when a feature ships or a tough bug is fixed. If you search for stories on working at MoEngage, you will find recurring praise for the product-first mindset and a collaborative atmosphere.
The company culture at MoEngage tends to be product- and customer-centric. Teams are encouraged to experiment, learn from data, and move quickly. The environment is generally open and informal, with an emphasis on getting things done rather than rigid process. There is a visible bias toward autonomy and ownership; people are trusted to make decisions and are expected to take responsibility for outcomes. For those who thrive in a dynamic setting, the company culture at MoEngage can be energizing. For people who prefer structured bureaucracy, it may feel a bit chaotic.
Work-life balance at MoEngage varies by team and role. Some teams maintain predictable hours and respect personal time, so you will be able to switch off in the evenings. Other teams, especially product launches and sales during peak quarters, will require extra hours and weekend catch-ups. If you rely on a steady rhythm, speak with hiring managers about expectations up front. Overall, people who set clear boundaries and communicate proactively tend to fare better with work-life balance at MoEngage.
Job security is generally stable for employees who deliver consistent results and align with business priorities. There are market sensitivities in the SaaS space that can influence hiring and cost decisions. The company has focused on sustainable growth, and there are operational practices to manage headcount prudently. Employees should remain performance-focused and adaptable, as organizational priorities can shift with product strategy and customer needs.
Leadership is visible and tends to be hands-on when it comes to product direction and customer strategy. Senior leaders often communicate company goals and performance through regular town halls and updates. There is a clear emphasis on metrics and customer outcomes, which shapes leadership decisions. Management is pragmatic and data-driven, though individual manager styles can vary across teams. The leadership team is generally regarded as accessible and open to dialogue, with a clear interest in scaling responsibly.
Managers at the company are typically experienced and supportive, with an operational mindset. Many managers invest in one-on-one development and provide constructive feedback. There are instances where managerial quality varies, as in any growing organization; some teams benefit from very structured mentorship, while others operate with a more hands-off approach. If you are evaluating a role, it is helpful to speak directly to the prospective manager and ask about coaching style and promotion pathways.
Learning and development are supported through internal knowledge sharing, mentorship, and access to online training platforms. Employees will find opportunities to learn cross-functional skills, especially between product, engineering, and customer success. There are regular brown-bag sessions, technical talks, and peer-led workshops. Formal training budgets may be available based on role and level, and there are clear incentives for taking on stretch assignments that accelerate learning.
Promotions are performance-driven and tied to measurable outcomes. There are defined career ladders for technical and non-technical tracks, but progression can be competitive. To move up, employees will need to demonstrate impact, leadership, and the ability to take on broader responsibilities. Internal mobility is encouraged, and people who proactively seek cross-team moves often find new growth paths.
Salary ranges vary by region, experience, and role. Approximate ranges are as follows (these are indicative and will vary):
Bonuses and incentives are tied to performance and sales outcomes. Sales teams will have commission plans with clear targets. Engineering and product roles may receive performance bonuses and equity grants. The company uses long-term incentives to retain key talent, and bonus payouts are generally aligned with company and individual performance metrics.
Health and insurance benefits are comprehensive and typically include medical coverage for employees and dependents, accidental insurance, and wellness programs. Some locations offer mental health support and access to counseling services. Parental leave policies are available and may vary by country. Benefits packages will align with local market norms.
Employee engagement includes regular town halls, offsite retreats, hackathons, and team-building events. There are celebration rituals for product launches and milestone achievements. Social clubs and interest groups help connect people across functions. Engagement efforts aim to foster belonging and cross-team collaboration.
Remote work support is offered, with hybrid options depending on role and location. Teams that require close collaboration often follow a hybrid schedule, while some positions allow full remote work. Remote employees receive tools and setups to stay connected, and there may be allowances for home office equipment in certain regions.
Average working hours hover around 40–45 hours per week for most teams. During product launches or critical sales periods, hours can increase, and employees may work extended days. The company encourages reasonable schedules and return to balance after high-intensity phases.
Attrition is moderate and reflects normal startup-to-scaleup transitions. There have been periods of role adjustments as the company optimizes team structures, but no widespread, recurrent layoffs have been a consistent pattern. The company tends to manage headcount decisions with care and communicates changes to impacted employees.
Overall, the company is a strong option for people who want to work in a fast-moving, product-driven SaaS environment. It offers competitive pay, solid benefits, and meaningful learning opportunities. There are trade-offs in terms of variable work intensity and some managerial differences across teams. On balance, the company is well-suited to professionals seeking growth, autonomy, and a collaborative culture. Overall rating: 4 out of 5.
Read authentic experiences from current and former employees at MoEngage
Clear product vision, supportive leadership, and a lot of ownership. Good cross-functional collaboration and strong emphasis on customer analytics. Flexible hybrid policy helps maintain work-life balance.
Salary growth is slower than market rates and promotions can take time. Occasional crunch before major releases and hybrid coordination could be better.
Great technical challenges and scale, lots of learning opportunities, mentorship from senior engineers, and regular hackathons. Benefits and ESOPs are decent and the remote setup worked well.
Frequent management changes led to shifting priorities. Processes can be inconsistent across teams and promotion timelines felt unclear. Busy sprints sometimes meant long hours.
