Sakal Media Group is a leading media and publishing organization headquartered in Pune, India, known for its flagship Marathi daily newspaper, Sakal, and a diverse portfolio of print, digital, and broadcast properties. The company operates across new...
"I joined as a junior reporter and learned on the job — people here helped when deadlines were tight." A number of current and former employees describe the environment as hands-on and fast-paced. You will hear praise for mentorship from senior journalists and appreciation for the chance to write for print and digital platforms. Some people say you will need resilience: deadlines are real and feedback can be direct.
There are also quieter comments about infrastructure and technology, with a few employees wishing for faster digital tools. Overall, the testimonials present a mix: you will find meaningful editorial work, exposure to regional reporting, and teams that care about story quality.
company culture at Sakal Media Group is often described as newsroom-driven and community-focused. There is a clear pride in regional reporting and a strong connection to the audience. People frequently mention a culture of hustle where content matters more than formalities. Social bonds form around shared deadlines, editorial meetings, and local events.
That said, the culture is not one-size-fits-all. Editorial teams tend to be more collaborative, while some corporate functions feel more process-driven. If you value impact, fast feedback, and public-facing work, you will likely fit in well.
work-life balance at Sakal Media Group varies by function. For reporters and desk editors, late evenings and weekend coverage are common during breaking news or festival seasons. For business, marketing, and administrative roles, schedules are more regular and predictable. Many staff say they will need flexibility and an acceptance that news cycles do not always follow a nine-to-five rhythm.
Managers sometimes accommodate time-off after intense periods, and remote or hybrid arrangements for certain roles are increasingly possible. If you are evaluating working at Sakal Media Group, be prepared for peaks and troughs in workload.
Job security at the company is tied to performance and business cycles. Media is an evolving industry and structural changes are not uncommon. There is a stable core of long-serving employees, which suggests that committed performers will find continuity. Contractors and freelancers may experience more variability in assignments. Overall, there is reasonable stability for full-time roles with consistent performance.
Leadership is experienced and often editorially driven. Senior leaders emphasize readership, journalistic integrity, and regional relevance. Management style is a mix of hands-on editorial direction and delegating operational responsibilities to functional heads. There is clarity in mission and editorial priorities, which helps teams understand goals and expectations.
Communication from the top is periodic and often centered on major initiatives, such as digital expansion or new product launches. Employees can expect professional leadership with a focus on sustaining the publication’s reputation.
Managers tend to be results-oriented and detail-focused. Many teams report approachable mid-level managers who provide feedback and help navigate editorial priorities. Some employees note variation in managerial quality across departments — some managers are strong mentors, while others prioritize output over staff development. If you value regular coaching, you will benefit from seeking managers who are known for people development.
Learning and development opportunities exist but are uneven. Editorial staff benefit from on-the-job training, mentorship, and occasional workshops related to reporting, data journalism, and multimedia. There are also informal learning channels, like cross-team collaboration and shadowing senior reporters. Corporate functions may have access to external training programs depending on budget and priorities. Expect learning to be pragmatic and tied to immediate needs.
Promotions are merit-based and typically follow demonstrated skill, tenure, and contribution to key projects. Editorial progression is visible: reporters can move to senior reporter, section editor, and editorial leadership roles. Non-editorial tracks also provide growth but may be slower. Timing for promotions can be tied to openings and budget availability.
Salary ranges at media companies are variable and role-dependent. Junior editorial roles will often start at entry-level market rates and move upward with experience. Mid-level professionals in editorial and corporate roles can expect competitive, but not luxury, compensation relative to industry peers. Senior roles and specialized skills command higher pay. Salaries are generally aligned with the regional market and the company’s budget priorities.
Bonuses and incentives are available but usually modest and tied to performance or company profit metrics. Editorial roles may receive recognition-based rewards or spot bonuses for exceptional work. Sales and business teams often have clearer incentive structures related to targets. Employees should not expect large, unpredictable windfalls; incentives are typically structured and disciplined.
Health and insurance benefits are provided for full-time employees, including basic medical coverage and group policies. Coverage levels may depend on role and location. Some employees report additional benefits like wellness initiatives or tie-ups with local clinics. Contract and freelance workers do not usually receive the same level of benefits.
Employee engagement is centered on editorial milestones, local festivals, and occasional town halls. The company organizes internal events, team outings, and recognition programs, which help build camaraderie. Engagement activities are practical and rooted in the company’s regional identity; they are not overly ceremonial but create a sense of belonging.
Remote work support is improving but varies by department. Digital, marketing, and corporate roles have more flexibility for remote work. Editorial tasks that require ground reporting or in-person interviews are less remote-friendly. Where remote work is supported, the company provides communication tools and reasonable processes to coordinate distributed teams.
Average working hours vary: editorial staff often work beyond standard hours during breaking news or events, while corporate staff typically follow regular business hours. On average, employees should expect fluctuating hours tied to news cycles and business needs.
Attrition is moderate and reflects normal media industry churn. There have been periods of restructuring in the past, especially during industry shifts toward digital platforms. Layoffs have occurred at times when business priorities changed, but they are not a continual trend. Employees who adapt to changing roles and develop digital skills tend to have better retention.
Overall, this is a solid place for people who are passionate about journalism and regional impact. The company offers real editorial exposure, reasonable job security for committed employees, and a culture that values storytelling. There are areas for improvement—technology upgrades, structured learning programs, and clearer remote policies—but the core strengths make this a good fit for those seeking meaningful media work. If you want to be part of a legacy regional publisher and can handle the pace, working at Sakal Media Group may be a rewarding step in your career.
Read authentic experiences from current and former employees at Sakal Media Group
Strong push towards digital products and analytics, freedom to run campaigns, and access to training for new marketing tools.
Cross-team coordination with print teams can be slow; internal processes sometimes feel old-fashioned for a digital-first initiative.
Strong local journalism and a real focus on community stories. Good mentorship from senior editors and lots of on-the-ground reporting opportunities.
Pay increments are slow and field work during elections can be exhausting. Not much formal HR-driven career planning.
Flexible field routes, decent commission structure for good performers, and supportive local manager. Great for building relationships with local advertisers.
Targets can be aggressive at times, and formal promotion timelines are unclear. Base salary could be better.
Creative freedom on visual layouts and decent design tools. Colleagues were helpful and the office had a friendly vibe.
Low salary growth, sometimes rushed deadlines with little notice, and promotion path not clear for design roles.
