Resurgent India is a diversified Indian organization offering business services that span consulting, staffing solutions and operational transformation for mid-market and enterprise clients. The company focuses on talent acquisition, process improvem...
People who have worked here often describe a lively, fast-moving workplace. You will hear stories from sales and operations folks about tight deadlines and plenty of client interaction; they say you will learn to think on your feet. Developers and analysts usually mention interesting problem solving and collaborative teams. Overall, testimonials tend to highlight a sense of camaraderie — you will find teammates who help each other out when things get busy.
The company culture at Resurgent India is pragmatic and goal-oriented. You will notice an emphasis on delivery, client focus, and practical solutions rather than long theoretical debates. There is a strong bias toward performance and meeting targets, so people who enjoy measurable outcomes will feel at home. At the same time, there are pockets of informal socializing and team rituals that make the day-to-day more enjoyable.
Work-life balance at Resurgent India varies by role. Client-facing and sales teams often work extended hours during peak periods, while back-office and support functions tend to have steadier schedules. Employees report that managers are generally understanding about personal needs, but deadlines can shift quickly. If you value flexibility, you will want to discuss expectations up front and keep communication open with your manager.
Job security is moderate and tied closely to business cycles and client contracts. There is a structured approach to performance reviews and measurable targets that influence retention decisions. Employees who consistently meet targets and adapt to changing client needs will have stronger job stability. Conversely, roles heavily dependent on a single client or short-term contracts may face more uncertainty.
Leadership focuses on results and customer satisfaction. Senior managers set clear revenue and delivery goals and expect teams to align with those priorities. There is a mix of experienced leaders and newer managers; some are excellent at strategy and client handling, while others are still developing people-management skills. Communication from the top is generally straightforward, although some employees would like more context on long-term strategy.
Manager quality varies across teams. Many managers are praised for being accessible, providing clear feedback, and helping team members grow. Others are described as task-focused and less involved in coaching. If you join, you will benefit from proactive managers who invest time in career conversations. It is a good idea to gauge manager style during the interview process to see if it matches your expectations.
There are structured onboarding programs and role-specific training sessions. Employees will find opportunities for on-the-job learning, internal workshops, and occasional external training. The company supports certifications tied to business needs, although budgets for learning can be limited. Those who take ownership of their development and seek mentors within the company will see the most progress.
Promotion pathways exist but are performance-driven and competitive. Advancement is most common for employees who demonstrate impact on revenue, client satisfaction, or process improvement. Formal promotion cycles occur, and there are clear expectations for competencies required for the next level. Employees should track their achievements and seek regular feedback to improve chances for promotion.
Salary ranges are generally market-competitive for mid-level roles and can be above market for client-facing positions with commission elements. Compensation structures differ by function and location, with higher pay in business-critical roles. Salary increases are linked to performance reviews and business outcomes. Candidates should benchmark offers against similar roles and discuss total compensation, not just base salary.
Bonuses and incentives are tied to individual and team performance metrics. Sales and delivery teams often have defined incentive plans that can significantly boost total pay when targets are met. Bonus frequency and payout levels depend on company performance and contract renewals. There is transparency around target-based incentives, but discretionary awards are less common.
Health and insurance benefits meet standard industry norms. Employees receive group health coverage, basic life insurance, and accidental hospitalization support. Coverage levels vary by band, and there are options for extended family coverage at extra cost. Overall, benefits are practical and functional rather than highly premium.
Employee engagement is a mix of professional meetups and casual events. The company hosts town halls, team outings, and occasional offsites to keep morale up. Engagement initiatives focus on recognition and small rewards rather than lavish parties. These events are useful for networking across teams and building internal relationships.
Remote work support exists but is role-dependent. Many teams offer hybrid options, with clear guidelines on days in office and expectations for client-facing roles. Infrastructure support, such as laptops and collaboration tools, is provided. Remote employees will find reasonable flexibility, but some functions require regular office presence for client meetings.
Average working hours typically range from standard business hours up to extended shifts during peak deliveries. Most employees report a 9–10 hour day during busy cycles, with occasional late evenings for deadline-driven tasks. Regular overtime is not universal, but workload spikes are expected around major client deliverables.
Attrition has been moderate with occasional spikes during contract transitions. Layoffs have been rare but have occurred in scenarios where client contracts were not renewed or business restructuring was required. The company tends to provide notice and attempt internal redeployment, but external hiring freezes or role reductions can happen depending on market conditions.
Overall, this company is a solid place to gain practical experience, especially if you appreciate a results-oriented environment. You will learn fast and receive clear performance expectations, with opportunities to grow if you are proactive. Compensation and benefits are competitive for many roles, and leadership is pragmatic. For those seeking steady, measured career progression with client-focused work, this company is worth considering.
Read authentic experiences from current and former employees at Resurgent India
Flexible hours, good commission structure.
Targets can be aggressive sometimes.
Supportive leadership, clear roadmaps and a modern tech stack. Plenty of opportunities to own features end-to-end.
Compensation could be a bit higher compared to some product startups.
Good HR processes and very supportive colleagues.
Promotion cycles are slow and salary hikes are conservative. Workload spikes during month-end and can get stressful for small teams.
