Skipper is an infrastructure and engineering company active in transmission towers, steel fabrication, and EPC solutions for power and telecom projects. Headquartered in Kolkata, the company provides tower manufacturing, galvanizing, project executio...
I spoke with several current and former employees and heard a mix of honest perspectives. Many people say they enjoy working with friendly, down-to-earth teammates and appreciate a practical, can-do attitude across teams. One engineer told me, "You’ll learn fast here because you get thrown into real problems, not just toy projects." A product team member said they liked the autonomy: "They trust you to own your area, and that feels empowering."
That said, some employees mentioned occasional communication gaps between teams and uneven processes. A few folks felt onboarding could be smoother for new hires. Overall, the testimonials paint a picture of a workplace where the people are the strongest asset and where you will grow if you are proactive.
The company culture at Skipper leans toward being pragmatic and execution-focused. Teams value speed and practicality; there is less emphasis on ceremony and more on getting things done. You will find people who are problem solvers and helpful colleagues who will jump in to unblock work.
There is a startup-ish energy even in larger groups — people celebrate small wins and appreciate visible impact. At the same time, some employees wish there was more consistent documentation and clearer cross-functional norms. If you are looking for a culture that rewards initiative and learning-by-doing, working at Skipper will likely suit you.
Work-life balance at Skipper varies by function and stage. Several people in support and operations roles reported predictable schedules and the ability to manage personal commitments. In product and engineering, weeks are generally steady, but there are occasional sprints or release weeks that demand extra hours.
Managers seem conscious of burnout and try to limit chronic overtime, though during high-priority launches you will probably be expected to put in longer days. If flexible time and the ability to shift priorities matter to you, ask about team norms during interviews.
Job security is moderate. There is a consistent focus on performance and delivering measurable results. Employees who meet expectations and adapt to evolving priorities will generally feel secure. The company has restructured teams in the past to align with strategic shifts; those transitions were handled with notice and severance in most accounts. New hires should expect a results-oriented environment where continued contributions are important to long-term stability.
Leadership tends to be accessible and performance-driven. Senior leaders communicate strategic priorities and are present in town halls and updates. They are focused on growth and operational efficiency.
There are moments when top-down decisions feel fast, especially when market conditions demand quick pivots. Transparency has improved over time, but some employees would like more context when major changes are announced. Overall, leadership gets credit for being decisive and growth-oriented.
Manager quality is uneven but generally positive. Strong managers are praised for clear goals, empathy, and career support. They provide actionable feedback and push for professional development. Less effective managers struggle with delegation and cross-team coordination, which can slow progress.
If you join, manager fit will significantly shape your experience. Candidates should ask specific questions about management style and check references when possible.
Learning and development are supported, though not heavily bureaucratic. There are internal knowledge-sharing sessions, occasional workshops, and mentorship from experienced colleagues. Formal training budgets exist but may be limited and subject to approval.
If you are proactive about seeking mentorship and carving out time for skill growth, you will find ample on-the-job learning opportunities. The environment rewards curiosity and hands-on problem solving.
Promotion opportunities exist and are tied to measurable impact. Career progression is realistic if you consistently deliver, take on broader responsibilities, and influence cross-functional outcomes. Timelines for promotions are not rigid; they depend on performance and business needs. Employees who seek visibility and cross-team contributions find it easier to advance.
Salary ranges vary by role, location, and experience. As a rough guide:
These are approximate bands and will change by market and region. Always confirm the specific offer details during recruitment.
Bonuses and incentives are tied to performance and, in some roles, to sales or delivery metrics. There are quarterly or annual performance bonuses for many employees. Sales teams often have commission structures that can significantly raise total compensation. Spot awards and recognition bonuses are used to celebrate exceptional contributions.
Health and insurance benefits are standard and generally competitive. Most employees receive medical insurance that covers the employee and often dependents, with optional add-ons for dental and vision. There are life insurance and accidental coverage options. Benefits vary by country and level, so verify local plans during hiring.
Employee engagement includes regular town halls, team offsites, and small social events. There are hackathons and innovation days that encourage cross-team collaboration. These events are appreciated as chances to connect beyond daily work and to share ideas informally.
Remote work support is pragmatic. There is a hybrid-friendly approach in many teams, with flexibility around remote days depending on role. The company provides basic equipment support and access to collaboration tools. Remote employees sometimes report a slight disadvantage in visibility, so intentional communication is recommended.
Average working hours are around 40–45 hours per week for most teams. During launches or critical projects, hours can rise to 50+ for short periods. Managers generally try to limit sustained overtime.
Attrition is moderate and influenced by growth phases and market shifts. There have been occasions of restructuring tied to strategic changes; those moves were communicated with notice and support. Employee turnover is higher in roles with clearer external market demand, such as engineering and sales.
Overall, the company is a solid place to grow if you enjoy a hands-on, impact-focused environment. The company culture at Skipper rewards initiative, and the work-life balance at Skipper is reasonable for most teams. For people who value mentorship, practical learning, and visible impact, working at Skipper can be very rewarding. On a 5-star scale, this company would likely earn a 3.8–4.2 range depending on the team and location. Consider team fit and manager quality when evaluating an opportunity.
Read authentic experiences from current and former employees at Skipper
Autonomy to run employee programs, focus on well-being initiatives and flexible hours that actually work. Good cross-functional exposure.
Top-level decision making can be slow and salary increments are conservative compared to industry peers.
Challenging projects, supportive team leads and a hybrid policy that helps balance work and life. Good exposure to modern stacks.
Compensation is a bit below market for senior levels and there are occasional crunch sprints.
Hands-on experience managing plant logistics and day-to-day operations. Good chance to learn practical skills.
Frequent understaffing, long shifts and limited clear career progression. Culture can be hierarchical and slow to change.
Good incentive structure and a large client base. On-ground support from logistics and product teams is helpful.
Extensive travel, long hours in peak months and some inconsistent HR processes that delayed paperwork.
