Redington Group is a multinational IT distribution, supply chain and logistics specialist serving technology vendors, resellers and enterprise customers. The company’s core services include distribution of IT hardware and software, value-added servic...
Employees often describe a practical, down-to-earth environment. You will hear comments like “teams are supportive” and “there is room to learn,” especially from people in sales and operations. Some junior staff say they appreciated the mentorship in early months, while mid-level employees note pressure during quarter-ends. Personal stories often highlight helpful colleagues and clear role expectations.
The company culture at Redington Group blends performance focus with collaborative values. There is emphasis on meeting targets, but teams usually help one another when workloads spike. People who thrive here tend to be self-starters who value structure and results. If you search for “company culture at Redington Group,” you will find common themes: customer orientation, process-driven work, and pragmatic problem solving.
When discussing work-life balance at Redington Group, experiences vary by role. Sales and distribution teams may face longer hours during campaign periods, while corporate functions enjoy more predictable schedules. Many employees say they can take planned time off without friction, but last-minute workload spikes can be stressful. Overall, you will get a reasonable balance if your role is not client-facing or directly target-driven.
Job security is generally stable in normal business cycles. There is exposure to market fluctuations because parts of the business are tied to vendor relationships and product demand. During market downturns or strategic restructuring, there may be adjustments. Employees in essential operational roles will find higher stability compared to temporary project-based hires.
Leadership is professional and focused on measurable outcomes. Senior management communicates business priorities and expects teams to align tightly with those goals. Decisions are often data-driven, and there is an emphasis on operational efficiency. Managers are held accountable for delivery, and leadership promotes a clear chain of responsibility across functions.
Manager quality varies across departments. Many managers are praised for clarity, responsiveness, and mentoring newer staff. Others receive feedback about being too target-focused and less available during peak periods. If you value structured feedback and regular check-ins, you will find supportive managers in several teams; those who prefer a softer, people-first approach may encounter a mixed experience.
Training programs are available and tend to focus on product knowledge, sales techniques, compliance, and system use. There is on-the-job learning through cross-functional exposure and vendor-led sessions. Formal leadership programs exist but are selective. Employees who proactively seek development and ask for stretch assignments will benefit most from the available resources.
Promotion paths are defined and largely merit-based. There is clear progression for high performers in sales, operations, and corporate functions. However, promotions can be slow if roles are limited or if the business is flat in a particular area. You will increase your chances by delivering consistent results and taking visible cross-functional projects.
Salaries are competitive within the distribution and services sector. Approximate ranges (may vary by location and experience):
Bonuses are typically tied to individual and team performance. Sales teams have commission structures and quarterly incentives, while corporate functions may receive annual performance bonuses. There are also spot awards and recognition for exceptional contributions. Payouts are subject to company performance and target achievement.
The company provides standard health insurance coverage, including family floater options in many locations. There is life insurance and accidental coverage for full-time employees. Additional benefits such as wellness programs and preventive check-ups may be available depending on the location and grade.
Employee engagement includes town halls, team outings, festival celebrations, and learning days. Engagement is practical and focused on team cohesion rather than lavish events. There are occasional vendor days and product launch activities that involve cross-functional teams and create chances for social interaction.
Remote work support is moderate. Some corporate and back-office roles are eligible for hybrid or remote arrangements, while client-facing and on-site operational roles require physical presence. The company provides necessary tools for remote collaboration when allowed, but policies are more conservative compared to fully remote-first organizations.
Average working hours typically range from 9 to 10 hours on days with normal workload. Sales and delivery roles may extend beyond this during peak periods or month-end. There is an expectation of flexibility during critical business windows, but regular weekly hours remain close to standard office norms.
Attrition is moderate and fluctuates with market cycles and business performance. There have been occasional rounds of restructuring tied to strategic shifts or vendor portfolio changes, but widespread layoffs are not a frequent pattern. Employees who perform consistently and adapt to changing priorities generally experience lower turnover risk.
Overall, the company is a solid choice for professionals who value structured processes, clear performance metrics, and steady career growth within distribution and services. You will find supportive peers, good learning opportunities, and competitive compensation. Prospective hires should weigh role-specific demands—especially on work hours and sales targets—against the stable environment and development possibilities. Overall rating: 3.8 out of 5.
Read authentic experiences from current and former employees at Redington Group
Supportive manager, strong client exposure and good training programs. Clear targets and a merit-driven culture in sales.
Frequent travel and occasional long weeks during peak quarters.
Good exposure to group finance processes and ERP. Strong learning curve in reconciliations and reporting.
Long hours during quarter-end and occasional internal politics between teams.
International exposure, structured processes and good cross-border logistics experience.
Pay in Dubai is not very competitive given the cost of living and limited promotion opportunities.
Flexible hours, approachable tech leads, opportunity to work on integrations and cloud projects.
Salary is slightly below market for Bangalore and some internal approvals are slow.
Exposure to senior leadership and chance to own HR initiatives end-to-end.
Inconsistent policies across regions and slow HR decision-making at times.
