Rajhans (Desai-Jain) Group is a diversified business organization with interests spanning manufacturing, trade, and real estate development. The company operates as a multi-sector group, offering manufacturing services, supply chain and distribution,...
"I joined as an entry-level executive and stayed for four years. I liked the friendly teams and practical training, but there were times when deadlines piled up and you had to stay late." — current employee
"Working at Rajhans (Desai-Jain) Group felt like joining a family. People helped me learn the ropes and I got exposure to different departments early on." — former employee
"You will find managers who care, and colleagues who will share tips. However, the pace can be uneven: some months are calm, others are intense." — current mid-level staff
These voices reflect a mix of appreciation for interpersonal support and notes about workload peaks. If you are considering working at Rajhans (Desai-Jain) Group, expect helpful teammates, practical on-the-job learning, and occasional crunch times.
The company culture at Rajhans (Desai-Jain) Group tends to be pragmatic and relationship-driven. Teams are generally close-knit, and informal mentorship is common. There is an emphasis on getting things done and on long-term relationships with vendors and clients. Formal processes are improving, but many decisions remain driven by experienced leaders and legacy practices.
People who thrive here enjoy collaboration, prefer clear outcomes over procedures, and appreciate a workplace where senior staff are accessible. For outsiders, the culture can feel a bit traditional, but there are pockets of innovation, especially in newer business units.
Work-life balance at Rajhans (Desai-Jain) Group varies by role. Office-based functions and corporate teams often enjoy predictable hours and the possibility of flexible schedules. Operational roles, production, and client-facing teams may face shift work, peak-season intensity, or weekend commitments.
You will find that managers generally respect personal time, but business needs sometimes require extra hours. If balanced schedules are a priority, target corporate or administrative roles rather than plant or field positions.
Job security at the company is relatively strong compared to many startups. The group has diversified businesses, which tends to buffer individual units against short-term downturns. There have been occasional restructuring exercises aligned with strategic shifts, but mass layoffs are not common.
Employees with niche skills tied to core operations tend to experience higher security. New hires will find that consistent performance and adaptability help sustain long-term roles.
Leadership is experienced and hands-on. Senior leaders often come from long tenures within the group or from similar industries. Decision-making can be centralized, and strategic changes are typically communicated from the top.
Managers are expected to be practical problem-solvers and relationship builders. Communication from leadership is generally candid, though speed of change may be slower than in more agile firms.
Managers receive mixed reviews. Many employees praise managers for mentorship, availability, and guidance during project work. Constructive criticism centers on inconsistency: some managers are excellent at delegating and developing talent, while others are more task-focused and less developmental.
If you evaluate potential managers during interviews, look for indicators of coaching behavior, clear goal-setting, and openness to feedback.
Learning and development are decent and improving. The company provides on-the-job training, internal workshops, and occasional external courses for critical roles. New hires often undergo structured induction and technical training relevant to their function.
There is room to grow a formal L&D framework, career-path clarity, and access to continuous online learning. Employees who take initiative to upskill tend to progress faster.
Promotion pathways exist but can be gradual. The group values loyalty and proven performance; promotions are often based on demonstrated results and readiness rather than tenure alone. High performers who take on cross-functional projects and show leadership potential can move up more rapidly.
Transparent metrics for promotion are not universally applied, so it helps to have regular career conversations with managers.
Salaries are generally competitive for mid-market companies. Approximate ranges (estimate) are:
Total compensation will vary by location, business unit, and role. The company typically benchmarks pay against regional peers.
Bonuses are performance-linked and may include annual incentives, project bonuses, and spot rewards. Sales and client-facing roles usually have clearer incentive structures tied to targets. Bonus payouts can be variable and are subject to company and individual performance metrics.
The company provides standard health benefits, including group medical insurance for employees and often for dependents. Maternity benefits and statutory leaves are in line with regional labor laws. Some units offer additional wellness programs and periodic health camps.
Employees appreciate the reliable basic coverage, though specifics such as network hospitals and claim processes can vary by policy year.
Employee engagement includes annual functions, team outings, and seasonal celebrations. Engagement tends to be more active in corporate centers than in manufacturing sites, but local events connect people across functions. There are occasional recognition programs and awards for standout performers.
Remote work support is available for select roles, particularly in corporate, finance, and IT functions. Infrastructure tools and hybrid policies exist, but many operational roles require on-site presence. The company is gradually building more flexible work policies for eligible employees.
Average working hours are typically 9 to 10 hours per day for office roles, with occasional late evenings during deadlines. Operational shifts follow scheduled patterns and may require early or late hours depending on the production cycle.
Attrition is moderate. Many long-term employees remain for years, particularly in stable functions. There have been occasional restructurings aligned with strategic shifts, but broader layoffs are uncommon. The company tends to prefer internal redeployment over mass exits when possible.
Overall, Rajhans (Desai-Jain) Group is a solid employer for people who value stability, practical learning, and relational work environments. It will suit those who prefer steady career paths with opportunities to grow through on-the-job experience. On a scale of 1 to 5, a fair overall rating would be 3.8/5, reflecting strengths in culture and stability and room for improvement in formal processes, L&D breadth, and modern flexibility.
Read authentic experiences from current and former employees at Rajhans (Desai-Jain) Group
Hands-on learning, supportive floor supervisors. Good exposure to quality systems and audits.
Overtime sometimes during product launches; salary growth is steady but slow.
Supportive leadership, clear career path, strong focus on training and process improvement.
Occasional long review cycles for cross-functional projects.
Good commission structure and regular sales training.
High travel, targets can be aggressive during peak season.
Transparent policies, respectful colleagues.
Processes can be bureaucratic; need faster decision-making.
