Shiprocket Private Limited is an e-commerce logistics and shipping technology platform that helps online sellers manage order fulfillment, courier selection, and tracking. Headquartered in Gurugram, the company aggregates multiple courier partners, o...
"I joined as a customer success executive and within a year I was handling bigger accounts — the exposure is real," says one mid-level employee. Another backend engineer adds, "working at Shiprocket Private Limited taught me to think end-to-end. You will move fast, learn a lot, and sometimes you will have to pick things up on the fly." A few recent hires mention supportive teams and practical onboarding, while longer-tenured staff appreciate the problem-solving culture but note that processes can get chaotic during rapid growth phases.
If you search for perspectives on working at Shiprocket Private Limited, you will find a mix: enthusiastic praise for learning and growth, plus candid notes about occasional resource constraints and tight timelines.
The company culture at Shiprocket Private Limited feels like a typical scale-up blend of hustle and camaraderie. People are encouraged to take ownership and iterate quickly. There is a bias toward action, and cross-functional collaboration is common — engineers, operations, and sales often work together to unblock merchant issues. Socially, teams organize catch-ups, informal learning sessions, and product demos.
Casual dress, open layouts, and frequent stand-ups are the norm. If you value transparency and speed over rigid hierarchy, you will probably fit in. For those who prefer extensive process and slow cadence, this environment can feel intense.
Work-life balance at Shiprocket Private Limited varies widely by team. In customer-facing roles and operations, you may face peak-week commitments around festive seasons and heavy-sales periods, so expect occasional late evenings. In product and engineering, the rhythm tends to be more predictable, though deadlines can tighten before releases.
Many employees say you will get good flexibility for personal appointments and remote days when planned. Junior staff in high-volume teams report longer stretches of demanding hours at times, while senior staff often have more control over schedules.
Job security at the company has improved as the business has matured, but it is not entirely immune to market cycles. There have been periods of restructuring in response to business priorities; however, the core logistics and merchant services business is central and stable. New hires should understand that performance and alignment with company goals are important for long-term stability.
Leadership at the company is generally seen as ambitious and product-focused. Senior leaders set aggressive targets and emphasize scaling processes and margins. Communication from leadership is relatively frequent, including town halls and product updates, which helps with alignment.
There is room for improvement in clarity of long-term strategy across some middle-management levels. Expectations are ambitious, and managers will push teams to meet business metrics. Overall, leadership tends to be pragmatic and open to feedback.
Manager experiences are mixed but leaning positive. Many employees highlight approachable managers who mentor and advocate for their teams. Managers often act as buffers between business pressures and execution teams, providing context and helping prioritize tasks.
Some criticisms relate to inconsistent managerial skillsets across teams. In a few groups, managers focused heavily on short-term targets rather than career development, which affected morale. Overall, the quality of managers can make or break the day-to-day experience.
Learning and development opportunities are strong in practice-oriented ways. You will find internal brown-bag sessions, domain-specific workshops (logistics, e-commerce integrations), and access to online learning stipends in some teams. Cross-functional rotations are possible for motivated employees.
Formalized training programs are expanding but remain less mature than at established large firms. If you proactively request mentorship and projects that stretch you, the company will typically support those moves.
Promotion paths exist but are tied to clear performance metrics and impact. Career progression is faster for people who deliver measurable outcomes and who take ownership of initiatives. Some employees report that promotional timelines can be compressed during growth phases, while others feel promotion cycles are uneven across departments.
Salaries at the company are competitive for the marketplace niche, but ranges depend heavily on role, experience, and location. Typical annual ranges in Indian offices are approximately:
These figures are approximate and will vary by negotiation, equity components, and performance-related pay.
Bonuses and incentives are generally performance-linked. There are quarterly or annual bonuses tied to individual and company performance, as well as sales commissions for revenue-generating teams. Equity or stock options are occasionally offered to key hires and high performers, depending on seniority and role. The bonus structure rewards impact but is not guaranteed and varies year to year.
Health coverage is provided for employees and, in many cases, for dependents. Standard medical insurance plans, maternity coverage, and wellness allowances are commonly reported. The company also supports mental health initiatives such as counseling sessions and occasional wellbeing programs. Benefits improve with seniority and are more comprehensive for full-time employees than for contractors.
Engagement activities include team outings, hackathons, product demos, and festival celebrations. Town halls are used for company updates, and recognition programs highlight standout performers. Events are casual and aimed at building camaraderie. During busy periods, engagement events may be scaled back, but the intent to maintain a social culture is evident.
Remote work support is moderate to good. The company offers a hybrid model in many locations, with tools for collaboration and allowances for home setups in certain roles. Remote hiring is selective and depends on role requirements. Communication norms are established to support distributed work, but some functions require office presence.
Average working hours differ by team. A typical day can be 8–10 hours, with occasional spikes during product launches or peak logistics cycles. Flexible start and end times are common in many teams, allowing employees to manage personal commitments.
Attrition has been typical for a fast-growing startup — higher than legacy firms but manageable. There have been occasional restructurings in response to market conditions, which impacted some roles. The company tends to focus on rehiring and reskilling where possible, and transparency during changes is emphasized.
Overall, the company presents a strong opportunity for professionals who value fast learning, ownership, and an entrepreneurial environment. If career growth, hands-on problem solving, and rapid impact appeal to you, the company could be a good fit. On a 5-point scale, the balanced overall rating is 3.8/5, reflecting solid growth prospects tempered by variability across teams and the typical pressures of a scale-up.
Read authentic experiences from current and former employees at Shiprocket Private Limited
Strong mentorship program, regular tech talks, flexible remote days and supportive peers.
Compensation could be better; sometimes sprints get very intense before releases.
Hands-on experience with logistics partners, fast-paced environment.
Low salary growth and unclear promotion timelines. Communication between senior leadership and operations can be inconsistent, which creates avoidable pressure.
