Quikr is an Indian technology company in the online classifieds and marketplace industry, offering services that connect buyers and sellers for used goods, jobs, real estate, cars, and local services. Headquartered in Noida, India, Quikr operates a s...
People who have worked here often describe a practical, fast-paced environment. Many say that working at Quikr gave them exposure to multiple domains early in their career — product, operations, sales and customer support. You will hear stories like “you learn quickly because you are thrown into real problems” and “teams are flexible and will help when you are stuck.” There are also voices that say the pace can be intense and the expectations can change rapidly, so it is not the best fit for someone who prefers slow, predictable routines.
The company culture at Quikr leans toward hustle and ownership. Teams are outcome-driven and a lot of emphasis is placed on getting things done rather than on processes. There is a startup vibe in many offices — casual interactions, quick decision cycles, and a willingness to try new solutions. At the same time, some departments are more structured and corporate, so your experience will depend heavily on which team you join. If you are searching specifically for insights into company culture at Quikr, expect an environment that rewards initiative and practical problem solving.
Describing work-life balance at Quikr requires nuance: some teams maintain a healthy rhythm, while others demand longer hours during product launches or peak business periods. Employees say that you will get reasonable flexibility on most days, but during crunch times you may need to commit extra time. Work-life balance at Quikr is therefore team-dependent; choose a hiring manager who values boundaries if balance is a priority for you.
Job security is moderate and tied closely to business performance. There are no guarantees in fast-moving marketplaces, and roles linked to revenue functions tend to feel more secure than those in experimental projects. The company makes decisions based on performance metrics and market needs, so employees who consistently meet targets and align with business priorities will generally have better stability.
Leadership tends to be pragmatic and data-oriented. Senior leaders communicate business priorities clearly during company-wide meetings, but some employees feel that middle management varies widely in quality. There is a clear focus on measurable outcomes, customer metrics, and monetization strategies. Overall, leadership is accessible and reasonably transparent about goals, though the translation of strategic direction into day-to-day execution can sometimes be uneven.
Managers are often described as hands-on and supportive when you are delivering results. Good managers provide autonomy and remove blockers; weaker managers may over-focus on short-term KPIs. Feedback styles differ: some managers coach and mentor, while others prefer directive approaches. When evaluating potential offers, try to speak to the prospective manager and peers to get a sense of their working style.
There are practical learning opportunities on the job. You will learn by doing, which is valuable for building product and problem-solving skills. Formal training budgets exist but are not always uniform across teams. Employees who drive their own learning — via online courses, cross-team projects, or mentorship — tend to progress fastest. There are occasional internal workshops and knowledge-sharing sessions, which help spread best practices.
Promotions are possible and usually tied to clear performance metrics and business impact. Timelines can vary: high performers may move up quickly, while others might wait multiple review cycles. Advancement opportunities are more visible in growth areas like product, engineering, and sales. Career progression is more structured at senior levels and a bit fluid at junior levels.
Salary ranges are competitive for the market, with variation by role, experience, and location. Typical bands (approximate):
These figures are indicative and will vary by city and negotiation. Compensation is often aligned with market benchmarks.
There are performance-linked bonuses and incentives, especially for sales and revenue-facing teams. Annual bonuses are typically tied to company and individual performance. Some teams also have spot awards and recognition programs for short-term achievements. Incentive structures encourage hitting targets, so high performers can significantly increase their take-home pay.
Health insurance cover is provided and generally covers employees and dependents, though specifics depend on your employment grade. Standard benefits include medical insurance, accidental cover, and sometimes wellness allowances. Employees appreciate the basic safety net but note that benefits can be more generous at senior levels.
Engagement activities include town halls, team outings, and occasional offsites. The company tries to keep morale up through cultural events and recognition programs. Local offices may run monthly or quarterly events that range from informal lunches to full-team building days. Participation is voluntary and often well-received.
Remote work support exists, but policies are not uniformly applied across all teams. Hybrid arrangements are common, with flexibility for remote days based on role needs. Technical support for remote work — such as laptops and collaboration tools — is generally adequate. If remote work is a key factor for you, clarify expectations with your team before joining.
Average working hours are typically around 9–10 hours on a workday when measured realistically, with periodic spikes during launches. Core overlap hours are commonly expected, and flexible start/end times are sometimes allowed. Expect more intensive schedules in customer-facing or product release periods.
Attrition has been moderate; talent mobility is common as employees pursue varied opportunities in the market. There have been periodic restructurings that affected certain teams, often tied to shifting business priorities. The organization tends to realign resources pragmatically, which can mean occasional layoffs or reassignment during downturns or strategic shifts.
Overall, this company is a solid choice for those who thrive in fast-paced, outcome-driven settings. It provides good learning exposure, reasonable compensation, and practical benefits. If you value predictability and strict processes, this may feel less comfortable. On balance, the company rates around 3.5 out of 5 for overall opportunities, culture, and compensation. If you are evaluating offers, focus on the specific team and manager, as they will shape much of your day-to-day experience.
Read authentic experiences from current and former employees at Quikr
Transparent leadership, strong focus on employee wellbeing, good growth path in HR.
Occasional bureaucracy when scaling policies, but improving.
Autonomy on product decisions, strong peer learning, collaborative PMs and engineers.
Compensation could be better compared to market, some processes are slow.
Great code reviews, approachable tech leads, lots of opportunities to learn modern stacks.
Occasional long deployments and on-call weeks can be tiring.
Good exposure to different seller segments and decent training at the start.
Targets can be unrealistic, high pressure during quarter ends.
Supportive mentor, practical exposure to reconciliation and reporting.
Short internship period, not much room for full ownership.
Friendly colleagues, decent training in the first month.
High attrition, inconsistent shift timings, very slow HR responses, low appreciation.
