United Telecoms is an engineering-driven telecom equipment and services provider focused on network solutions for service providers and enterprises. The company delivers products and services across switching, transmission, IP networking, broadband a...
“I joined as a network engineer and stayed for four years — the people kept me.” That’s a common vibe you will hear from employees. Most testimonials highlight supportive teammates, helpful onboarding buddies, and practical mentorship from senior engineers. You will also hear honest takes: some say the tools are dated in certain teams and that process paperwork can slow you down. Overall, reviews feel genuine — employees often point to camaraderie, small team autonomy, and managers who are accessible. These voices make it easy to get a realistic picture of working at United Telecoms.
The company culture at United Telecoms leans pragmatic and service-oriented. Teams focus on getting customer-facing systems stable and scalable. You will find a culture that values reliability, problem-solving, and operational discipline. Creativity is encouraged, but within the context of deliverables and regulatory needs. There is a respectful, no-nonsense tone across teams: people work hard, collaborate, and celebrate wins without a lot of corporate pomp. It is a culture that rewards consistency and practical innovation rather than flash.
Work-life balance at United Telecoms varies by role and team. In customer support and network operations, you will sometimes work odd shifts or be on call, so it can get intense. In product and corporate teams, you will find more predictable hours and flexibility. Many employees report that managers are understanding about personal time and that the company supports flexible schedules when workload allows. If you value a balanced life, you will do best in non-24/7 roles or by negotiating clear boundaries with your manager.
Job security is generally stable. The business is in a regulated, infrastructure-heavy sector, which tends to shield core roles like network maintenance and compliance from sudden cuts. There are occasional restructures tied to market shifts or technology modernization, but these are usually planned with notice and severance measures. You will find that mid- to long-term tenure is common, especially in operational functions.
Leadership tends to be steady and risk-averse. Senior leaders focus on operational excellence, regulatory compliance, and gradual growth rather than rapid disruption. Communication from the top is regular, with quarterly updates and periodic town halls. Managers are expected to follow company playbooks, which keeps things consistent across regions. Senior leadership is accessible for business discussions, though strategic vision can sometimes feel conservative to employees seeking fast-paced change.
Managers earn solid marks for being hands-on, transparent, and supportive of career development. Frontline managers are described as pragmatic and willing to reassign work to balance workloads. Some managers excel at mentorship and feedback; others stick strictly to process, which can feel limiting. Performance reviews are structured and fair, but employees suggest that the quality of the experience often depends on individual manager engagement.
There is a clear emphasis on technical training and compliance learning. The company invests in certifications for network engineers and provides role-specific courses. Formal leadership programs are available but competitive. On-the-job learning is strong: cross-team projects, shadowing, and internal knowledge bases are commonly used. Employees who are proactive about their development find ample resources, while those who expect one-size-fits-all training may be disappointed.
Promotion paths are defined but deliberate. Career ladders exist for technical and managerial tracks, and many employees move up through demonstrated performance and certification. Internal hiring is encouraged, and promotion cycles are typically annual. You will find that promotions reward reliability and domain expertise; ambitious employees who demonstrate impact and build visibility have good chances for advancement.
Salary ranges are market-competitive for core roles like network operations, customer service, and mid-level engineering. Senior technical and product roles pay well relative to the industry, though compensation may trail in highly competitive tech hubs. Pay transparency is moderate: bands exist, but exact ranges can feel opaque. For those negotiating offers, a clear case for experience and certifications helps secure a better package.
Bonuses are primarily performance-based and tied to team or company targets. Incentive structures differ by division: sales and customer-facing teams have clearer commission models, while operations receive performance bonuses based on uptime and service metrics. There are also occasional spot awards and recognition programs. Bonus consistency is fair, but top-ups are more generous in revenue-generating units.
Health and insurance benefits are solid. Medical, dental, and vision plans are offered, with reasonable employer contributions. Mental health support and employee assistance programs are available. Benefits packages are tailored by country or region, but the baseline is competitive for the industry and suitable for families and individuals alike.
Employee engagement is encouraged through team retreats, hackathons, and quarterly social events. Town halls and AMA sessions with leadership are common, helping to keep lines of communication open. Participation varies by team, and remote or field employees sometimes feel less included. When events are held, they are practical and focused on team building rather than flashy entertainment.
Remote work support exists but is mixed. Many corporate and product roles enjoy hybrid or fully remote options. Field and network roles require on-site presence. The company provides essential remote tools and stipends for equipment where applicable, but some employees would like more flexibility and faster upgrades to collaboration software. Overall, remote work is supported but not uniformly across all functions.
Average working hours range from 40 to 45 hours per week for most corporate roles. Operations and support teams can experience longer stretches during incidents or peak rollout periods. The company emphasizes predictable scheduling and compensatory measures for overtime where required.
Attrition is moderate and tends to reflect industry cycles. Layoffs have occurred in specific business units during strategic shifts or post-merger integrations, but they have not been frequent or company-wide. When reductions happen, the company typically provides notice and standard severance packages.
Overall, this is a solid place to build a steady career, especially if you value operational excellence, clear processes, and supportive teams. The company culture at United Telecoms is dependable, and work-life balance at United Telecoms can be reasonable in many roles. For those considering working at United Telecoms, it will be a good fit if you appreciate stability, structured growth, and practical learning opportunities. If you seek rapid disruption or ultra-aggressive pay, you will find better options elsewhere.
Read authentic experiences from current and former employees at United Telecoms
Hands-on projects, decent tech stack and friendly teammates.
Slow HR processes and limited formal career path. Salary increments are small and promotions are infrequent, so growth can feel slow.
Good commission structure at times.
Unrealistic monthly targets most quarters, lots of travel with little logistical support. Management communication could be clearer and more consistent.
