Rishabh Software is an IT services and software development firm specializing in custom enterprise solutions, product engineering, cloud migration, and digital transformation. The company works with mid-market and enterprise clients to build scalable...
People who have worked here often speak warmly about the team spirit. You will hear comments like “the team really helped me when I joined” and “there are plenty of helpful seniors who share knowledge.” Some employees say you’ll get a friendly onboarding and that peers are collaborative rather than competitive. A few mention that client deadlines can get stressful, but support from teammates usually softens the load. Overall, testimonials reflect a practical, can-do atmosphere.
The company culture at Rishabh Software leans toward client-focused delivery with a humane touch. You will find a mix of process-driven practices and informal camaraderie. Teams are encouraged to be accountable and solution-oriented, while social interactions—tea breaks, festival celebrations, small team gatherings—keep morale up. If you search for company culture at Rishabh Software, expect a professional setting that still values people, not just outputs.
Work-life balance at Rishabh Software is generally reasonable. You will see flexible start times in many teams, and managers often allow remote days when needed. That said, there are cycles of heavier work when project deadlines hit, and you may put in extra hours during delivery sprints. Many employees say the balance is manageable overall, and that the company does make an effort to respect personal time when possible.
Job security is linked to client work and project pipelines. The company maintains a diversified client base which helps stability. There are periods of hiring and consolidation driven by market demand. Employees in core, billable roles tend to experience higher job security. Those on niche or non-billable tracks may find roles more vulnerable during downturns. The company communicates business changes, but transitions can be challenging for affected staff.
Leadership emphasizes client satisfaction, delivery quality, and incremental growth. Senior leaders present a clear focus on improving services and expanding offerings. Decision making is typically top-down for strategic areas, while operational decisions are delegated to project leads. Leadership communicates company direction through town halls and regular updates. There is room for improvement in faster decision cycles and more visible cross-functional roadmap planning.
Managers are generally experienced and technically competent. Many provide hands-on guidance and set clear expectations. Manager styles vary by team—some are very mentoring and supportive, while others are delivery-focused and strict about timelines. Performance feedback is typically provided during review cycles; however, some employees would like more frequent one-on-one coaching. Overall, managers are accessible and willing to escalate issues when necessary.
Learning and development receive steady attention. The company offers internal training sessions, domain workshops, and access to online learning platforms. New hires get role-specific onboarding, and there are occasional sponsored certifications for critical technologies. Employees who proactively request training tend to get support. There is potential for broader structured career-path learning and more formal mentorship programs.
Promotions follow a mix of performance assessment and business need. There is a recognized path from junior to senior roles and from developer to technical lead, but timelines can be conservative. Promotion cycles are annual in many departments, and demonstrable impact on projects and client satisfaction is a key factor. High performers will find advancement possible, though it may require patience and visibility across teams.
Salary ranges vary by role, experience, and location. As a general guide: entry-level developers will find competitive starting packages relative to regional peers; mid-level engineers receive market-aligned salaries; senior engineers and technical leads command higher packages with added responsibilities. Salaries are usually reviewed annually. Exact figures depend on negotiation, location, and skill set, but compensation aims to be competitive in the software services market.
Bonus structure is a combination of performance bonuses and occasional spot incentives. There are annual performance-based bonuses tied to individual and company performance. High-billing projects sometimes include project-specific incentives. Incentives are not uniform across all roles and typically favor roles directly involved in client delivery and revenue generation.
Health and insurance benefits are standard and useful. Primary offerings include group medical insurance, dependents coverage options, and basic life insurance. Maternity benefits are present and paternal benefits are improving. Some locations provide wellness programs and health checkups. The coverage is generally in line with industry norms and provides peace of mind for employees and families.
Employee engagement is active with regular events: town halls, recognition programs, festival celebrations, team outings, and occasional hackathons. Some teams organize informal meetups and knowledge-sharing lunches. Engagement is intentionally mixed between formal corporate events and grassroots team activities. These events help with cross-team bonding and boost morale.
The company supports remote work to a reasonable extent. Tools for collaboration—video conferencing, project management platforms, and code repositories—are standard. Policies for hybrid work are flexible depending on project needs. Some employees receive remote work stipends or equipment support. Remote work support is pragmatic: it balances client collaboration needs with employee flexibility.
Average working hours hover around typical corporate schedules. Standard business hours are observed, and many teams operate within a 9-to-6 structure with flexibility. During delivery phases or urgent client requests, employees may work extended hours or weekends. Overall, the company tries to keep overtime predictable and not chronic.
Attrition is moderate and fluctuates with project cycles. The company experiences normal turnover—some employees move for career growth or location changes. There have been occasional reorganizations during broader industry slowdowns, but large-scale layoffs are not a frequent pattern. Communication during any restructuring is generally orderly and supported by HR.
Overall, this is a solid place to build a career in client-focused software services. Strengths include a collaborative environment, supportive managers, and reasonable benefits. Areas to watch include variability in promotion speed and dependence on project pipelines for job security. For those considering working at Rishabh Software, it is a dependable employer with good learning opportunities and a practical, people-friendly culture.
Read authentic experiences from current and former employees at Rishabh Software
Flexible hours, friendly colleagues, good for work-life balance.
Targets can be strict during campus season.
Supportive manager, regular code reviews, lots of hands-on learning and mentorship.
Salary growth is slow compared to market; approval processes can be bureaucratic.
Great testing exposure and good automation tools. Friendly QA team.
Sometimes long release sprints and late-night bug fixes.
Good client exposure and opportunity to manage end-to-end delivery.
High pressure during deliveries, unpredictable hours and unclear appraisal process at times.
