Sampark Logistics operates in the supply chain and transportation sector, offering freight forwarding, warehousing, first- and last-mile delivery and logistics technology support. The company provides tailored solutions for retail, manufacturing and ...
“I joined as a delivery executive and stayed for three years — the mornings were hectic, but you felt part of a team. You’ll get hands-on training and real responsibility quickly,” says one former courier. Another employee in operations shared, “You learn fast here. The technology is improving and there are people who will help when you need it.” A warehouse associate added, “Pay could be better at entry level, but the shift flexibility helped when I needed time for family.” These short, honest takes reflect a mix of pride and practical concerns that you will hear from people working at Sampark Logistics.
The company culture at Sampark Logistics is pragmatic and execution-driven. Teams value speed, reliability, and a get-it-done attitude. You will notice a strong emphasis on customer delivery metrics and process adherence. Collaboration happens across field staff and corporate teams, and there is a practical friendliness in day-to-day interactions. People are generally proud of solving last-mile challenges, which creates a sense of shared purpose. If you are looking for a culture where results matter and small wins are celebrated, you will fit in well.
Work-life balance at Sampark Logistics depends heavily on the role. Corporate and back-office employees often have predictable hours and can take advantage of flexible start times. Field staff and warehouse teams work shifts and sometimes face long days, especially during peak seasons. There is an effort to rotate shifts fairly, but high-volume periods will demand overtime. Overall, working at Sampark Logistics offers reasonable balance for office roles and variable balance for on-the-ground roles.
There is a general sense of job security for core operations roles. The logistics sector can be cyclical, and there is exposure to seasonal demand swings. The company tends to prioritize retaining trained operational staff because frontline experience is valuable. There is however pressure to optimize costs during downturns, which may result in temporary hiring slowdowns or role consolidations. Employees with specialized skills in operations or technology will find more stability.
Leaders at the company are known for being operationally savvy and focused on metrics. They communicate targets clearly and expect accountability. There is a practical approach to problem solving, with middle management bridging field realities and corporate plans. Strategic vision is present, but longer-term people-centric initiatives are still evolving. Leaders are approachable on operational matters, though some employees feel leadership could be more transparent about long-term plans.
Managers are generally supportive and hands-on. Many direct supervisors have risen from field roles, which helps them empathize with day-to-day challenges. Managers set clear performance expectations and provide feedback frequently. Areas for improvement include more consistent career conversations and structured coaching. Overall, manager quality is a strong point for those who value practical mentorship and immediate problem-solving guidance.
Training is a mix of on-the-job learning and occasional classroom or virtual sessions. New joiner programs cover safety, route planning, and basic systems. There are targeted workshops for supervisors and technology upskilling for corporate staff. Formal learning and development infrastructure is growing, but it is not yet as comprehensive as in large corporate peers. Employees who take initiative to upskill often find internal opportunities to apply new knowledge.
Promotions are achievable and often merit-based. Field employees who perform consistently and demonstrate leadership can move into supervisory and regional roles. Corporate promotions follow performance reviews and project impact. Timing for promotions can vary by business need, and there is more mobility in expanding geographies. Clearer timelines for progression would benefit employee morale.
Salary ranges are role-dependent and region-sensitive. Typical monthly figures (INR) are:
Performance bonuses and incentives are common. Delivery incentives include per-delivery and punctuality bonuses. Operations teams have monthly targets tied to bonuses. Referral bonuses for hiring are also offered. Bonus structures reward measurable outcomes, which aligns with the company’s metric-driven culture.
Group health insurance is provided for most full-time employees, typically covering basic hospitalization. Dependent coverage and premium tiers vary by grade. There are standard policies for accidental cover and sometimes disease-specific add-ons. Benefits are improving but could be broadened for family coverage and specialized care.
The company runs periodic town halls, team outings, and festival celebrations that foster camaraderie. Local branches hold sports days and small competitions to keep morale up. Recognition programs highlight top performers each month. These efforts contribute to a friendlier workplace and give employees time to unwind and socialize.
Remote work options are available primarily for corporate roles. There is support in the form of collaboration tools, VPN access, and flexible policies for hybrid arrangements. Field and warehouse roles require on-site presence, and remote support for these teams focuses on scheduling apps and mobile tools rather than full remote work.
Average working hours for corporate staff are 9–10 hours a day including some flexibility. Field and warehouse teams typically work 10–12 hour shifts during peak times, with rotation to manage fatigue. Overtime is compensated through incentives or time off as per policy.
Attrition is moderate and reflects industry norms for logistics, particularly among entry-level delivery and warehouse staff. Turnover is higher in peak seasons and in regions with competitive pay from rivals. There have been no widely reported mass layoffs recently; adjustments have tended to be targeted and tied to operational efficiency initiatives.
Overall, the company offers solid opportunities for those who enjoy hands-on work and operational problem solving. There is a practical, results-oriented culture with decent training and a path for promotion for high performers. Compensation at entry levels could be more competitive and employee benefits could expand in breadth. On a scale of 1 to 5, the overall rating is 3.8 — a good place to build logistics experience, especially if you value learning through doing.
Read authentic experiences from current and former employees at Sampark Logistics
Supportive manager, clear SOPs for routing and vendor handling, good chance to learn supply chain tools.
Long hours during peak season and slow salary growth. A bit of siloed communication between teams.
Good pay, respectful team and straightforward day-to-day operations at Sampark Logistics.
HR processes can be informal; paperwork is sometimes delayed.
