Team Computers is an IT services and solutions provider headquartered in Mumbai that helps enterprises with digital transformation, managed services, enterprise applications, cloud migration and analytics. The company offers a range of services inclu...
People who work there often share honest, down-to-earth stories. Some will tell you they enjoy the team spirit and practical learning — “you learn on the job and colleagues help out when deadlines hit.” Others note that initial onboarding can feel brisk and you will be expected to pick things up quickly. Overall, those talking about working at Team Computers tend to highlight supportive peers, interesting client exposure, and occasional long sprints before delivery.
When people talk about company culture at Team Computers they usually describe a mix of client-focus and collaboration. There is an emphasis on meeting client needs, which can be energizing if you like visible impact. Team events and regional practices create a friendly vibe, but pockets of formality exist in some departments. If you value practical exposure and teamwork, you will find much to like; if you prefer a completely flat, informal startup feel, it may feel more structured.
Work-life balance at Team Computers varies by role and project. In stable support or internal roles you will see predictable hours and decent time for life outside work. Project delivery roles often demand sprints and occasional late nights, especially near go-lives. If you are seeking consistent remote flexibility, you will find hybrid options in many teams, but availability depends on client needs and manager discretion.
Job security is generally reasonable for employees who are billable and maintain client relationships. There is a standard industry pattern where project-based work means that bench periods require active reskilling and internal networking. The company does maintain business continuity across verticals, which supports ongoing hiring, but employees on the bench or in non-billable functions should expect periodic restructuring pressures.
Leadership presents as experienced and steady, with a focus on client delivery and operational discipline. Strategy is often driven by sales targets and partner alliances. Decision-making can be hierarchical at times and may require patience for approvals. Communication from leadership is usually formal with periodic town halls, and long-term direction is communicated albeit sometimes with limited detail on execution steps.
Manager quality varies significantly by team. Some managers are praised for clear guidance, empathy, and career coaching. Others are viewed as process-oriented and reactive, focusing heavily on utilization and short-term delivery. Performance discussions can be constructive in teams where managers invest time; in other teams, employees report less feedback and more emphasis on immediate outputs rather than growth plans.
The company offers structured learning programs, internal trainings, and certification support for key technologies and partner stacks. There is an L&D budget that is available but may require manager approval. Technical and domain learning pathways are present, and practical on-the-job assignments often supplement formal training. Employees who proactively request training and align it to client needs will benefit most.
Promotion paths are defined but advancement tends to be steady rather than rapid. Promotions are often tied to measurable delivery performance and utilization. Employees with niche technical skills or who move into client-facing or managerial roles may see quicker career progression. Those focused on internal roles should expect clear criteria but possibly longer timelines.
Compensation is competitive within the mid-market IT services sector. Typical ranges (approximate, in INR) are: entry-level engineers 3–7 LPA, mid-level engineers 7–15 LPA, senior engineers/tech leads 12–25 LPA, managers 18–35 LPA, and sales or senior delivery roles varying widely up to 40+ LPA depending on commission. Actual offers will depend on experience, location, and business unit.
Bonuses are performance-linked and vary across functions. Sales teams receive commission structures; delivery and technical staff have variable pay tied to company and individual performance metrics. Year-end bonuses and spot awards are common, though the percentage may change based on company profitability and business unit performance.
Health coverage typically includes group medical insurance with family floater options, wellness programs, and accidental coverage. Maternity and limited parental benefits are available per policy and regional regulations. Coverage levels and additional perks may differ by grade and location, so employees should review plan documents during onboarding.
The firm organizes regular team events, regional celebrations, and annual gatherings. Town halls and recognition programs are used to communicate wins and updates. Engagement effort varies across offices — metropolitan centers often see more frequent social events while smaller centers focus on work-centric meetups.
Remote work support is available in many teams with hybrid policies in place. The company provides laptop and basic peripherals; additional home-office reimbursements may be available on a case-by-case basis. Client requirements will influence remote flexibility, so employees must coordinate closely with managers and delivery leads for long-term remote arrangements.
Average working hours are in the 9–10 hour range including breaks, with fluctuations based on deadlines. Some projects maintain strict timelines and will extend hours temporarily. Across non-delivery roles, hours are more consistent and close to a regular workday.
Attrition is moderate and mirrors industry averages. Typical attrition estimates range between 15–25% annually in certain business units. There have been occasional small-scale restructurings influenced by project closures or shifts in client demand, but there are no widespread public reports of mass layoffs in recent years.
Overall, Team Computers scores as a solid mid-market IT services employer. Strengths include client exposure, practical learning, and a collaborative peer network. Challenges include variability in manager quality, pace of promotions, and project-driven work intensity. For candidates seeking stable client-facing projects and steady professional growth, this company will be a good fit. Rating: 3.6 out of 5.
Read authentic experiences from current and former employees at Team Computers
Good mentoring from seniors, modern tech stack, flexible hours on many days.
Salary increments are slower than market; occasional sprint crunches before releases.
Client-facing exposure and opportunity to manage end-to-end projects.
Frequent travel and long working hours during go-lives. Promotion process is not transparent.
Good commission structure, supportive sales managers.
Targets can be aggressive in some quarters.
Good HR policies on paper, decent work-from-home support.
Compensation lags behind competitors; internal politics sometimes affect decisions.
