Udaan India – The Original Visa Company operates in the travel and immigration services industry, specializing in visa processing, travel documentation, embassy liaison and related advisory services for both individual travelers and corporate clients...
I spoke with several current and former employees to get a feel for day-to-day life here. People often say they like the camaraderie — teams are friendly, and coworkers are willing to help when you are new. A ticketing agent mentioned, “You’ll learn fast because everyone pitches in, and the roles are hands-on.” Recruiters and admin staff note that there is pride in helping customers with life-changing travel and visa issues. On the flip side, some employees said processes can be inconsistent across branches and you may feel the pressure during peak seasons. Overall, testimonials paint a picture of a workplace that is warm and practical, but sometimes reactive.
The company culture at Udaan India - The Original Visa Company mixes customer-focused service with a practical, results-oriented approach. There is an emphasis on getting things done and supporting clients through complex visa procedures. Teams tend to be tight-knit and service-driven. You will find a mix of formal processes and informal problem-solving — the culture rewards initiative, but it also relies heavily on individual effort to fill gaps. For anyone evaluating company culture at Udaan India - The Original Visa Company, expect a people-first attitude balanced with a pragmatic, service-oriented mindset.
Work-life balance at Udaan India - The Original Visa Company varies by role. Frontline and customer-facing roles often require shifts and occasional weekend work during travel peaks, so you should expect occasional irregular hours. Back-office and corporate roles tend to have more predictable schedules and better flexibility. Several employees report that managers try to accommodate personal needs when possible, but there are busy periods when you will need to put in extra hours. If you value steady hours, look for non-customer-facing positions.
Job security at the company is generally stable for core operational roles, especially those with direct client responsibilities. There are occasional restructurings aligned with market demand and branch performance. Contract and temporary hires face more risk during lean periods. There is no history of widespread abrupt layoffs in recent years, but short-term projects and seasonal staffing do create some uncertainty for non-permanent staff. Overall, permanent staff will find reasonable job security so long as business volumes remain steady.
Leadership focuses on operational efficiency and client satisfaction. Senior management tends to set clear targets and expects teams to meet service SLAs. Communication from the top is functional and outcome-driven. There is room for improvement in transparency around strategic decisions and long-term planning. Managers often act as a bridge between staff and leadership, but they may lack the bandwidth to provide deep coaching or frequent feedback. If you prefer clear objectives and hands-off autonomy, this leadership style will fit well.
Manager reviews are mixed but generally positive. Many employees appreciate approachable managers who understand the client side of the business. Good managers are praised for mentoring newer staff and helping with career pathways. Criticisms usually center on inconsistent management practices across locations — one branch manager might be very supportive while another might be more transactional. Performance reviews tend to focus on targets rather than long-term development in some teams.
Learning and development opportunities exist but are uneven. Practical, on-the-job training is the strongest suit — you will learn operational skills quickly through shadowing and doing. Formal training programs and structured learning paths are limited in some departments. Employees keen on certifications or broader skill growth may need to pursue external courses. The company does encourage internal knowledge sharing and occasional workshops, but a more consistent L&D framework would be beneficial.
Opportunities for promotions are available, particularly for employees who demonstrate reliability and client-facing excellence. Career progression is often merit-based and can be relatively quick for high performers in sales and operations. However, advancement may slow in smaller branches where roles are limited. Clearer promotion criteria and more systematic talent reviews would help those seeking upward mobility.
Salary ranges are competitive for frontline and operational roles compared to local industry averages, though not always at the top end. Corporate roles offer reasonable compensation aligned with market norms. Entry-level positions are modest but supplemented by performance-driven incentives in some functions. There is some variability by location and role, so candidates should verify local pay scales during the interview process.
Bonuses and incentives are typically tied to performance and targets. Sales, client acquisition, and customer service roles have measurable incentive structures that can materially improve take-home pay. Bonus frequency and clarity vary between departments; some teams have well-defined commission plans while others rely on ad-hoc rewards. Expect performance-linked rewards rather than across-the-board bonuses.
Health and insurance benefits for permanent employees include standard medical coverage and basic group insurance. Coverage levels may vary by role and tenure. Contract staff may receive limited benefits or none, depending on local policies. The company provides reasonable basic support but does not always match more generous corporate healthcare packages seen at larger firms.
Employee engagement is driven by local initiatives and occasional company-wide events. Branch-level activities, team lunches, and recognition ceremonies are common. The atmosphere is generally social and supportive, with managers often organizing small events to boost morale. Larger, organized corporate events are less frequent, but employees appreciate the local efforts to build team spirit.
Remote work support is limited for operational roles that require in-person client service. Corporate and back-office roles may have partial remote flexibility depending on manager discretion. Remote tools and collaboration platforms are in use, but remote policies are not uniformly formalized. If remote work is a priority, seek clarity during the hiring process.
Average working hours depend on function. Customer-facing staff typically work shifts that can include evenings or weekends during busy seasons, averaging around 40–48 hours per week. Office-based roles generally follow standard business hours with occasional extra time during peak projects. Expect variability depending on your team and location.
Attrition is moderate in customer-facing teams due to the nature of front-line roles and seasonal demand. Layoffs have been occasional and typically targeted to contract roles or low-performing branches rather than company-wide reductions. Overall, turnover is manageable and comparable to other service-oriented businesses.
Overall, the company offers a solid, service-driven workplace for people who enjoy client interaction and practical problem solving. You will find supportive teams, on-the-job learning, and performance-linked rewards. There are areas to improve, particularly in standardized L&D, remote policy clarity, and consistent management practices. For job seekers evaluating working at Udaan India - The Original Visa Company, this company is a good fit if you value hands-on experience, steady client work, and opportunities to grow through performance.
Read authentic experiences from current and former employees at Udaan India - The Original Visa Company
Great place to learn immigration rules and process flows.
Salary progression is slow and increments are small. During busy months shifts can be long and weekend support is expected; HR responses can be delayed sometimes.
Supportive leadership, transparent processes, regular training on visa policies. Good balance of autonomy and guidance.
Busy peaks during intake periods; occasional weekend checks required.
