Smartworks is an Indian flexible workspace and managed office solutions provider that designs, operates and manages large-format co-working campuses and enterprise-ready office centers. Headquartered in Gurugram, the company offers turnkey office spa...
People who have worked here often describe a lively, fast-paced environment. You will hear stories about modern office spaces, collaborative teams, and hands-on learning. Some will say you’ll get quick exposure to cross-functional work and that it is a great place to build practical skills. Others mention pressure during peak sales cycles and occasional unclear processes that can be frustrating. Overall, testimonials tend to balance enthusiasm for the people and workplace with calls for clearer role definitions and more predictable work rhythms. Keywords people commonly use include company culture at Smartworks, work-life balance at Smartworks, and working at Smartworks.
The company culture is vibrant and outcomes-driven. You will find people who are energetic, customer-focused, and eager to solve problems. There is an emphasis on speed and on-show results, which makes the culture exciting if you like visible impact. Teams celebrate wins frequently and encourage collaboration across functions. At the same time, rapid growth has created some growing pains: processes are evolving, and that can create ambiguity. If you value a dynamic environment and networking, the company culture at Smartworks may suit you well.
Work-life balance varies by role. Sales and operations roles often demand longer hours, especially around deals and launches, while corporate and support functions tend to have more predictable schedules. You will find hybrid patterns in some teams and strict on-site requirements in others. Many employees manage to maintain a reasonable balance by using flexible timings where available, but there are times when deadlines will require extra effort. Overall, work-life balance at Smartworks is doable for those who plan ahead and communicate with their managers.
Job security is generally stable, though the industry can be cyclical. The company has been expanding and hiring, which is a positive indicator. However, commercial real estate and flexible workspace businesses move with market demand, and performance fluctuations can lead to restructuring. Employees in business-critical roles typically experience more stability. Those in newer or experimental projects may face more uncertainty. It is prudent for prospective hires to ask about team longevity and product roadmaps during interviews.
Leadership presents a clear vision centered on growth and customer experience. Senior leaders communicate strategic priorities reasonably well and are visible in town halls and company-wide updates. Management styles vary by function; some leaders are hands-on and mentoring, while others emphasize autonomy. There is a focus on measurable outcomes and commercial metrics, which suits people who appreciate data-driven leadership. Overall, leadership is committed to scaling the business but is balancing speed with process maturity.
Managers receive mixed reviews from employees. Many managers are praised for being supportive, accessible, and invested in career conversations. They often help prioritize work and offer constructive feedback. Some managers, however, are noted to be overloaded, which can affect responsiveness and clarity. Performance reviews and promotions are sometimes perceived as uneven across teams, making it important to have regular one-on-one discussions and set measurable expectations.
Learning and development opportunities are available and growing. There are structured onboarding programs, role-specific trainings, and access to online courses for technical and soft skills. Cross-functional exposure is a strong learning avenue because employees often collaborate across sales, operations, and customer success. Formal mentorship programs may vary by location and team, so candidates should ask about L&D during interviews if professional growth is a priority.
There are genuine opportunities for promotion, particularly for high performers who deliver consistent results. Career progression is tied to business impact, leadership potential, and the ability to take on broader responsibilities. Promotions can be faster in scaling teams where new roles are created frequently. Advancement in more mature functions may be steadier but slower. Clear goal-setting with managers improves chances for internal mobility.
Salaries vary widely by role and geography. Entry-level roles typically fall in the lower-to-mid market range for the industry, while mid-level professionals earn competitive market rates. Senior roles and specialized technical or sales positions command higher compensation. Exact figures depend on location, experience, and business unit. It is recommended to research local market benchmarks and discuss compensation bands transparently during the hiring process.
Bonuses and incentives are part of compensation, especially for sales, operations, and revenue-linked roles. Variable pay structures reward performance and customer acquisition metrics. Annual bonuses and spot incentives are used to recognize top performers. Payouts are generally aligned with company targets, and clarity improves when employees get regular updates on performance metrics.
Health coverage is provided and includes standard group health insurance for employees. Benefits for dependents and additional coverage options vary by level and location. Some employees have reported that claims processing can take time but that the overall coverage is adequate. Other wellness benefits such as mental health support or preventive care are being developed in some regions.
Employee engagement is active, with frequent team outings, town halls, and festival celebrations. There are regular recognition programs and informal social events that foster team bonding. Community initiatives and CSR activities are organized periodically to involve employees beyond daily work. Engagement efforts are visible and help new hires integrate quickly.
Remote work support depends on the role. Many corporate functions offer hybrid or remote-friendly arrangements, while operations and on-site teams require physical presence due to the nature of the business. Remote employees receive standard equipment support and collaboration tools, though in-person interaction remains valuable for certain roles. Remote policies are evolving as the company balances customer needs and team flexibility.
Typical working hours are close to a standard workday, with many teams following a 9-to-6 window. Peak periods such as launches, month-end targets, or major deals can extend hours into evenings or weekends. Employees in field or sales roles should expect more variable schedules. Consistent time management and clear expectations with managers help in maintaining reasonable hours.
The company experiences moderate attrition, which is typical for growing, high-energy businesses. There have been periods of restructuring in response to market shifts, which affected some teams. However, the company has focused on stabilizing staffing and improving retention through better HR processes and engagement. Prospective hires should inquire about recent team turnover and future hiring plans.
Overall, the company is a dynamic place to work with solid growth potential and a people-centric vibe. Strengths include vibrant company culture, good learning exposure, and performance-linked rewards. Challenges include process maturity in some areas and variability in work-life balance across functions. For candidates who enjoy fast-paced environments and visible impact, this company will be an attractive option. For those who prefer highly structured, low-ambiguity roles, it may be less suitable.
Read authentic experiences from current and former employees at Smartworks
Good learning environment for freshers, friendly colleagues and decent office facilities. Smartworks has a recognizable brand which helps in client conversations.
Targets and incentives can be inconsistent and there is high pressure to meet monthly numbers. Training was informal — could use more structured onboarding and clearer variable-pay timelines. Commute was long for me.
Supportive team leads, clean and well-equipped Smartworks offices, flexible hours and good work-life balance most weeks. Regular town-halls and clear internal communication help keep everyone aligned.
Career progression can be slow and a bit political at times. Compensation is decent but not always competitive for senior roles. Busy periods sometimes require late hours.
