Myk Laticrete is an India-based manufacturer specializing in tile and stone installation systems, producing tile adhesives, grouts, waterproofing solutions, and surface care products. The company is the result of a strategic partnership with an inter...
“You get a real sense of pride when a project goes live,” says one mid-level technician. “The teams are hands-on and supportive,” adds an R&D associate. Employees often describe a practical, results-oriented atmosphere where people help each other out during busy periods. There are also voices that say, “You will have to be ready for production realities — things can change fast,” especially from manufacturing floor staff. Overall, testimonials highlight camaraderie, clear task ownership, and a willingness from peers to mentor newer hires.
The company culture at Myk Laticrete leans toward pragmatic collaboration. Teams are focused on getting things done rather than on process for process’s sake. You will notice an emphasis on craftsmanship, quality, and adherence to safety standards. Informal cross-functional conversations are common — engineers, sales reps, and production staff communicate directly to solve customer issues. While innovation is appreciated, changes are often driven by market needs and customer feedback, so culture blends stability with incremental improvement.
People commonly say that work-life balance at Myk Laticrete is reasonable, with some caveats. Office and corporate roles generally have predictable hours and the ability to take time off without pushback. In production, shift work and peak-season demands can mean longer hours. Many employees report that managers try to be flexible when personal needs arise, but you will sometimes encounter crunch periods where overtime is expected.
Job security at the organization is relatively high. The business supplies essential building products, which supports steady demand. There are cyclical slowdowns tied to construction markets, but these have typically led to temporary slowdowns rather than widespread layoffs. Overall, employees feel secure in their roles when performance is consistent and they stay adaptable to changing needs.
Leadership tends to be experienced and industry-savvy. Senior leaders emphasize operational excellence, customer satisfaction, and steady growth. Communication from the top is practical and focused on business outcomes; there is not as much corporate gloss, which some people find refreshing. Strategic decisions are often conservative — aimed at long-term stability rather than rapid expansion. Leadership invests in infrastructure and safety, signaling a commitment to sustainable operations.
Manager reviews are mixed but mostly positive. Many managers are praised for being approachable, technically competent, and supportive of career development. A common piece of feedback is that some managers are more focused on immediate production targets than on long-term team-building, which can make coaching inconsistent across departments. Employees who have clear performance metrics and regular check-ins report the best experiences.
Learning and development opportunities exist and are practical. There are on-the-job training programs, safety certifications, and occasional external courses for technical and sales staff. R&D and quality teams often have opportunities to attend industry conferences. Formal leadership training is less frequent but is being expanded gradually. If you are proactive about learning and can articulate a development plan, you will generally find the support you need.
Opportunities for promotions are available, particularly for those who show initiative and cross-functional competence. Moving from shop floor to supervisory roles, or from sales to regional management, happens when employees demonstrate consistent performance. Promotions tend to reward reliability and technical skill as much as leadership potential. Career paths are clearer in larger departments; in smaller teams, advancement may require moving into different functions.
Salary ranges are competitive within the construction materials sector. Entry-level manufacturing roles often start in the lower-mid market range, while experienced technical, sales, and engineering roles sit comfortably in the mid-market range. Senior specialists and regional managers command higher pay aligned with industry averages. Salaries are often location-dependent and tied to experience. Compensation is generally predictable and tied to market benchmarks.
Bonuses and incentives are typically performance-focused. Sales teams have commission structures based on targets. Production and operations staff may receive shift or attendance bonuses. Annual performance bonuses are common for salaried employees, although the payout size depends on both individual and company performance. Incentive programs reward consistency and meeting measurable goals.
Health and insurance benefits are solid and aligned with market standards. Typical packages include medical, dental, and vision coverage, along with life and disability insurance. There are also wellness initiatives and employee assistance programs in place. Eligibility and benefit levels depend on employment type and tenure, but overall the benefits are a meaningful part of the total compensation package.
Employee engagement is fostered through team activities, safety recognition events, and occasional company gatherings. There are seasonal celebrations and recognition programs for long service and safety milestones. Smaller teams often organize informal lunches or social meetups, which helps build morale. Engagement initiatives are practical and tied to workforce realities rather than elaborate corporate events.
Remote work support is available primarily for corporate, sales, and some R&D roles. The company has tools for remote communication and flexible policies for hybrid arrangements, but many roles—especially manufacturing and field service—require on-site presence. Remote work policies are pragmatic and focused on job suitability rather than broad remote-first promises.
Average working hours for office roles hover around 40 per week, with occasional extended days during project deadlines. Manufacturing and field roles may see 8–12 hour shifts depending on schedules and demand. Overtime is compensated either financially or through time-off arrangements, depending on local policies.
Attrition rates are moderate and often tied to industry cycles and regional labor markets. The company has had no history of mass layoffs in recent years; most departures are voluntary, linked to relocation, career changes, or retirement. During downturns, the company prefers temporary adjustments to staffing hours over outright layoffs when feasible.
Overall rating: 4.0 out of 5. The company offers stable employment, practical benefits, and a collaborative environment. There will be periods of higher workload in operational roles, but leadership's steady approach and investment in employee safety and development make this a solid place for people who value hands-on work, clear responsibilities, and long-term stability. If you are considering working at Myk Laticrete, expect a grounded culture, reasonable compensation, and realistic paths to grow.
Read authentic experiences from current and former employees at Myk Laticrete
Hands-on training, stable employer
Workload spikes during project delivery windows. Inter-department communication could be better, which sometimes slows experiments.
Supportive manager, clear targets and good exposure to market-facing projects. The brand recognition of Myk Laticrete makes client conversations easier and there are decent training programs for sales strategy.
Slow promotion cycle, commission structure can be confusing, occasional long travel weeks.
