PolicyBazaar is a Gurugram-based online insurance and financial products marketplace that enables consumers to compare, buy and manage life, health, motor and general insurance, as well as other financial services. Operating in the insurtech and fina...
"I joined as a sales associate two years ago and I’ve seen a lot of growth. You’ll get exposure to fast-paced targets and a lot of hands-on training. People here are hungry and helpful."
"I moved from a traditional insurance firm and the shift to a tech-first environment was refreshing — quicker decisions and more data-driven conversations."
"I like the learning opportunities, but some months are intense. If you thrive on visible impact and growth, you will enjoy working here."
These voices reflect real, everyday experiences of people working at the company. They highlight a mix of energy, rapid learning, pressure, and camaraderie — important for anyone evaluating the company culture at PolicyBazaar or considering working at PolicyBazaar.
The company culture is entrepreneurial and performance-oriented. Teams are driven, metrics-focused, and generally collaborative. You will find a can-do attitude and many people who are willing to roll up their sleeves. There is a strong bias for execution and experimentation, which rewards initiative but also raises expectations. For candidates looking for structured, slower-paced environments, that dynamic may feel intense.
Search phrases like company culture at PolicyBazaar will show that many employees appreciate transparency and meritocracy, though opinions differ by team. The culture encourages learning but also expects consistent results.
Work-life balance at PolicyBazaar varies widely by role and team. Sales, operations, and product launches often require long hours and weekend support during peaks; corporate and support functions typically maintain steadier schedules. If you value flexibility, teams with hybrid policies can offer reasonable balance, but during high-priority launches or quarter-ends you will likely need to put in extra time. People often say that the payoff is career momentum and skill growth, but you should be prepared for episodic intensity.
Job security is moderate. The company operates in a competitive fintech/insurtech market and must adapt to regulatory and market shifts. Over the long term, core businesses show resilience, but the organization will restructure functions that are underperforming. Hiring is pragmatic and performance-driven. If you consistently deliver and stay aligned to business priorities, you will have stable tenure; casual underperformance can lead to quicker transitions.
Leadership is strategic and business-focused. Senior leaders communicate vision and set aggressive growth targets. They are accessible during town halls and often share roadmaps. Management emphasizes data, KPIs, and measurable outcomes. There is a clear focus on scaling products and partnerships while balancing regulatory constraints. Leaders are generally competent and push teams to innovate, though some employees feel that stakeholder alignment across functions could be smoother.
Managers tend to be results-oriented and hands-on. Good managers provide mentorship, clear objectives, and practical feedback. The best managers invest in people development and advocate for their teams. Inconsistent management quality exists across departments — some managers excel at delegation and career coaching, while others prioritize immediate metrics over long-term team growth. When evaluating a role, speaking directly with potential managers is advisable.
Learning and development receives active attention. There are formal training programs, e-learning modules, and on-the-job learning through cross-functional projects. Product, tech, and sales teams have structured upskilling paths. The company supports certifications and external courses selectively. For ambitious learners, the environment is rich with stretch assignments, mentorship, and exposure to mature tech and marketing practices.
Promotion opportunities are available and often tied to performance and impact. High performers can move up relatively quickly, especially within growth functions or product teams. However, promotions are competitive and require consistent results plus visible contributions. Career progression is clearer in centralized functions and may be less transparent in some business units.
Salary ranges vary by location, role, and experience. Entry-level positions typically start at market-competitive pay, while mid-level technical and product roles command higher salaries aligned with industry standards. Senior roles offer significantly higher compensation but are tied to performance and strategic impact. Compensation is generally in line with peers in the insurtech and fintech sectors.
Bonuses and incentives are performance-linked. Sales and revenue-facing roles have structured commissions and incentives, often making total pay significantly higher for top performers. Corporate roles may receive annual bonuses tied to company and individual performance. Incentive clarity is good in frontline functions but can sometimes feel opaque in back-office areas.
Health coverage is comprehensive and includes medical insurance with dependents covered in many plans. Additional perks often include wellness allowances, annual health checkups, and group insurance. Benefits are competitive and viewed as a strong part of the overall package.
Employee engagement is active with regular town halls, team offsites, hackathons, and cultural events. There are interest groups, learning circles, and community initiatives. Events are often used to showcase product milestones and recognize performers. Engagement feels genuine and contributes to team bonding.
Remote work support is moderate to good. Hybrid policies are common, and teams have adapted tooling for collaboration. While some functions require office presence, many roles allow flexible remote days. The company invested in collaboration tech and has policies to support remote employees, though local team norms will dictate the actual experience.
Average working hours depend on the role: typical corporate roles average 9–9.5 hour days including breaks, while sales, ops, and product launch periods can extend to longer days and occasional weekends. Expect variability; during peak periods the hours will increase.
Attrition is higher in revenue-facing roles due to market churn and competitive hiring. There have been periodic restructures in response to market conditions, which led to limited layoffs in select functions. Overall, attrition reflects industry norms for a fast-growing, performance-driven company.
Overall, this is a solid organization for professionals who want fast learning, visible impact, and a merit-based environment. You will find strong learning opportunities, competitive benefits, and a performance culture that rewards results. If you prefer predictability and low-pressure routines, this may not be the best fit. For motivated people seeking growth in the insurtech space, it is a compelling place to work.
Read authentic experiences from current and former employees at PolicyBazaar
Supportive manager, clear product vision, exposure to cross-functional projects and lots of ownership.
Launch weeks can mean late nights; some approval loops are slow.
Good training programs. Strong focus on customer metrics and improvement.
Peak season is stressful; sometimes inconsistent communication between teams.
Friendly team and decently structured commission.
High pressure monthly targets and low base pay; attrition impacts team morale.
Interesting problems, modern tooling and freedom to experiment.
Career ladder is not always clear; some internal processes add friction.
