Oxigen Services is a fintech firm focused on digital payments, prepaid services, and merchant solutions, headquartered in Noida, India. The company provides a suite of offerings including mobile wallets, bill payment platforms, merchant point-of-sale...
"I joined as an operations executive and stayed for three years — the learning curve was steep but real. You will get client exposure early on, and that helped me grow fast," says one former employee. Another colleague notes, "You will find pockets of genuine camaraderie. Teams celebrate small wins and people do step in when you are swamped." A junior developer shared, "I liked the flexibility around swap days and work-from-home options; it made life easier when things got busy at home."
These voices reflect varied experiences: many praise hands-on exposure and friendly teammates, while some mention uneven processes and occasional pressure around deadlines. If you are looking for a place where you can pick up practical skills quickly, working at Oxigen Services often delivers.
The company culture at Oxigen Services tends to be pragmatic and execution-oriented. People are result-focused, but there are also teams that value mentorship and peer learning. You will notice a blend of startup energy and corporate structure: there is enthusiasm for new ideas, but change can be slow when multiple stakeholders are involved.
There is an emphasis on customer delivery and meeting SLAs. Informal networks and relationships matter; knowing the right people often helps in getting things done. Overall, if you enjoy a hands-on environment where initiative is visible, the company culture at Oxigen Services will suit you.
Work-life balance at Oxigen Services varies by function. Customer-facing roles and sales teams commonly experience higher peaks during month-ends or campaign launches, while back-office and product teams have more predictable schedules. You’ll find managers who respect personal time and others who expect availability beyond office hours during critical periods.
The company supports flexible hours and occasional remote days, which helps when personal commitments arise. If consistent 9-to-5 hours are your priority, you will want to discuss expectations with the hiring manager upfront.
Job security at the company is generally stable in normal business cycles. There have been occasional restructuring efforts aligned with business priorities, and affected teams have seen lateral moves or exits. The company tends to prioritize redeployment where possible rather than immediate layoffs. If you plan to stay long term, demonstrating adaptability and cross-functional skills will increase your resilience.
Leadership presents a mixed picture. Senior leadership communicates strategic priorities clearly during town halls, and there is visibility into roadmaps and targets. However, middle-management effectiveness varies widely. Some managers are strong at coaching and escalation management, while others focus heavily on metrics without providing enough support.
Overall, leadership is oriented toward growth and operational efficiency but can be conservative in approving bold new initiatives.
Manager quality is inconsistent across teams. Many employees report having supportive managers who provide clear feedback and career discussions. Others have experienced micromanagement or slow responses during hiring and resource needs. If possible, speak with potential peers or request a meeting with your prospective manager during the interview process — that gives the best sense of day-to-day dynamics.
Learning and development offerings are practical and targeted. There are internal workshops, role-specific training, and access to online learning platforms. Budget for external courses exists but often requires justification tied to business outcomes. On-the-job learning is a strong feature; cross-team projects expose employees to broader functions and faster skill development.
Promotions exist but are performance- and visibility-driven. High performers who take on stretch assignments and build stakeholder relationships move up faster. The promotion cycle is fairly standard, but timelines can get extended if organizational priorities shift. Those who document impact and maintain regular career conversations with managers tend to fare better.
Salary ranges vary by role and location. As a general guide:
Bonuses and incentives are performance-linked. Sales and business development teams enjoy commission structures and targets that can significantly boost overall pay. For other roles, annual bonuses are tied to individual and company performance metrics. There are occasional spot rewards and recognition programs for notable contributions.
Health benefits are standard and include group medical coverage with dependent inclusion in most cases. Maternity benefits and employee assistance programs may be available depending on tenure and location. Some teams report smooth claims processing, while others have had delays; overall, the health package is adequate for most needs.
The company runs regular engagement activities — festivals, team outings, monthly recognition events, and occasional town halls. Engagement tends to be localized: some offices are very active socially, while smaller locations may see fewer events. These activities help build team bonds and reduce burnout.
Remote work support is present but not uniform. There is a hybrid policy for many roles, and some teams operate fully remote depending on function and geography. The company provides basic hardware support and allows work-from-home days, though dedicated stipends for home setups are limited. Communication tools and virtual collaboration practices are in place.
Average working hours typically range from 8 to 10 hours per day, depending on role and deadlines. Customer-facing and delivery teams often extend hours during peak periods. The culture accepts occasional extra effort but also encourages taking compensatory time when feasible.
Attrition is moderate and can spike in high-pressure units such as sales or operations. There have been periodic restructuring rounds aligned with strategic shifts; however, widespread layoffs are not the norm. Employees who build versatile skills and strong internal networks usually experience lower turnover risk.
Overall, the company offers solid career-building opportunities, practical learning, and an execution-driven environment. There is room for improvement in process consistency, middle-management development, and remote-work perks. On balance, it is a good place for motivated professionals who value hands-on experience and observable impact. If you prioritize rapid skill acquisition and a friendly team culture, this company is worth considering.
Read authentic experiences from current and former employees at Oxigen Services
Supportive leadership, strong mentorship, and lots of cross-team collaboration which helped me grow quickly.
Compensation is average compared to startups and decision-making can be slow at times.
Friendly team, clear SOPs.
High call volumes during festival seasons and shifts can change with short notice; raises are limited.
