Pegasus InfoCorp is an IT services and software development firm that helps organizations with digital transformation, cloud adoption, and enterprise applications. The company offers services including custom software engineering, cloud migration, De...
People I spoke with had varied but honest takes. One software engineer said, “I enjoy the product problems we solve and the peer support — you’ll learn fast.” A mid-level product manager mentioned, “They’re responsive when you raise issues, and team leads make time for career chats.” A recent hire in sales reported, “The ramp-up was steep but the training helped — I felt supported.” These voices make clear that working at Pegasus InfoCorp can be rewarding, especially if you like hands-on problem solving and collaborative teams.
The company culture at Pegasus InfoCorp leans toward practical collaboration. Teams value results and clear communication over long meetings. There is an emphasis on transparency: town halls and regular product demos are common. You will find pockets of startup energy alongside more structured corporate processes. Diversity efforts exist but still have room to grow; some teams are more diverse than others. Overall, company culture at Pegasus InfoCorp is open, pragmatic, and focused on shipping.
Work-life balance at Pegasus InfoCorp varies by team. In client-facing or product-launch phases you will see longer stretches of work, but most teams maintain flexible hours and encourage taking time off. Remote days are common, and many employees say they can manage personal commitments without constant overtime. If you prefer a predictable schedule, avoid teams in operations or aggressive delivery cycles during quarter ends.
Job security is generally stable. The company has weathered market shifts with measured headcount adjustments rather than abrupt cuts. Performance reviews and documented improvement plans are used as standard practice before any personnel decisions are taken. While no employer can guarantee perfect stability, there is a consistent message from leadership about investing in core products and retaining key talent.
Leadership communicates strategy regularly and publishes OKRs at company and team levels. Senior leaders are accessible during Q&A sessions and often share company metrics. Management style is a mix of directive and coaching, depending on the manager. There are efforts to align teams to strategic priorities, though execution clarity can waver during rapid growth phases. Leadership is generally perceptive to employee feedback when it is raised through formal channels.
Managers vary from highly engaged coaches to task-focused supervisors. The common strengths noted are clarity of expectations and willingness to remove roadblocks. Improvement areas include delegation and consistent 1:1 cadences on some teams. The performance review process provides structured feedback, and many managers participate in leadership training. Expect a fairly standard managerial experience: good support when you ask for it, with some inconsistency depending on department.
The company invests in learning. There is an L&D budget per employee, access to online learning platforms, and internal brown-bag sessions. Mentorship programs exist informally and are strongest in engineering and product. You will find frequent lunch-and-learns and knowledge-sharing channels. For specialized certifications, approvals are typically granted when linked to business needs.
Promotions follow clear competency frameworks in core departments. Technical career ladders and product tracks are well documented. Advancement speed depends on impact and visibility; engineers and product folks who drive cross-team initiatives advance faster. Sales roles have faster compensation-based progression. Some mid-level roles report that upward mobility slows if the organization is hiring externally for senior positions.
Compensation is competitive with mid-market tech firms. Typical ranges (approximate, in USD) are:
Bonuses are performance-based and typically range from 5% to 15% for many roles. Sales roles have commission structures and accelerators that can materially increase total pay. Company-wide discretionary bonuses have occurred in profitable years. Incentives are linked to both individual KPIs and company performance metrics.
Benefits include medical, dental, and vision plans with employer contributions. There is a mental health program offering counseling and wellness resources. Parental leave policies are competitive, with paid leave for primary caregivers and flexible return-to-work options. Health benefits have reasonable network coverage, though plan specifics vary by country.
Engagement is fostered through quarterly town halls, hackathons, team offsites, and social events. There are interest groups (tech guilds, diversity circles) that keep community ties strong. Virtual events and hybrid celebrations help remote employees stay connected. Participation is encouraged but not mandatory.
Remote work is supported with a hybrid model. New hires receive equipment stipends and remote onboarding is structured with buddy systems and clear documentation. Collaboration tools are widely used, and managers are generally mindful of distributed team schedules. Remote productivity is expected to match in-office levels.
Typical working hours are 40 hours per week for most roles. During releases or client deadlines, it is common to see 45–55 hour weeks for short periods. The company monitors burnout indicators and encourages time off after intense sprints.
Attrition is moderate, estimated around 12–18% annually across departments. Turnover is higher in some sales and early-stage departments. The company has implemented targeted hiring freezes and small restructuring in past market downturns, but there have been no widespread mass layoffs in recent years. Transparency during changes is emphasized.
Overall, this is a solid place to grow if you value hands-on work, visible impact, and collaborative teams. Compensation and benefits are competitive, and learning opportunities are real. There will be variance by team in management quality and workload, so interview well and ask about specific team norms. On balance, the company is a good fit for driven professionals who want a balance of structure and autonomy.
Read authentic experiences from current and former employees at Pegasus InfoCorp
Supportive team leads, flexible hybrid policy, good exposure to multiple tech stacks
Low salary growth and slow HR processes. Frequent last-minute scope changes lead to occasional long hours.
