VLCC is a leading wellness, beauty and healthcare brand originating in India, best known for its slimming, skincare, salon and spa services as well as consumer beauty products. Headquartered in Gurugram, the company operates an extensive network of w...
"I joined as a beauty consultant and within months I felt welcomed. You will meet colleagues who are passionate about wellness and beauty, and they are happy to share tips. Shifts can be busy, but the hands-on learning is great."
"Therapists get a lot of client-facing time which builds confidence. You will get compliments when you do well, and the brand recognition helps with client trust."
"At corporate, the pace is different — more meetings and processes. You will have chances to take ownership, but it can feel slow if you like quick decisions."
These voices capture the mix you will hear when asking people about working at VLCC: pride in service and product, appreciation for training, and occasional frustration with frontline hours or process-heavy corporate work.
The company culture at VLCC blends a customer-first mindset with an emphasis on training and standards. There is a strong focus on service quality and client outcomes, and that is woven into everyday expectations. You will see clear SOPs at salons and centers, and a performance-oriented approach in sales and client retention. Teams tend to be helpful, but there are pockets where hierarchical decision-making slows things down. Overall, the culture favors steady improvement and consistent client experience.
Work-life balance at VLCC varies a lot by role. Salon and therapy jobs often require shifts, weekends, and public-holiday coverage, so you will need flexibility. Corporate roles and regional offices offer more standard hours and sometimes hybrid schedules. If you value predictable 9-to-5s, look for corporate openings; if you enjoy client-facing energy and can handle irregular hours, salon roles can be rewarding. In short, work-life balance depends greatly on where you sit in the organization.
Job security is generally stable for skilled professionals and long-tenured staff. There is consistent demand for wellness and beauty services, which supports frontline roles. There are business cycles in retail and services that can affect hiring, but core operations tend to be resilient. The company has implemented efficiency measures in the past; staff should expect occasional restructuring in response to market shifts. For most employees, job continuity is reasonable if performance is solid.
Senior leadership places emphasis on brand integrity, expansion, and training. Management at regional and center levels can be very hands-on, especially in client-focused units. There is a clear expectation to hit targets and maintain service standards. Decision-making can be centralized at times, which can slow local initiatives. Communication from top-level leaders tends to cover strategic priorities, and managers are typically evaluated on both operational metrics and team performance.
Managers receive mixed reviews from employees. Many are praised for being supportive and for providing practical training on the floor. Others are criticized for being target-driven and applying pressure during peak seasons. Good managers prioritize coaching and create a learning environment. Challenging managers focus heavily on KPIs without always explaining the why behind targets, which can be demotivating for some.
Training is a strong part of the employee experience. There are structured programs for therapists, therapists-in-training, and beauty consultants, plus product knowledge sessions and periodic refreshers. Corporate staff have access to functional training and external workshops depending on role and grade. The learning culture is real; you will find opportunities to upskill, especially early in your tenure.
Promotions are available, particularly for people who combine client results with leadership potential. Frontline roles can move up to center leads and area managers. Corporate promotions follow a more traditional HR cycle. Advancement is merit-based, but timing can be influenced by openings in the region and business performance.
Salaries vary by geography and role. Typical ranges (indicative):
Performance-linked incentives are common, especially for sales and client retention roles. Bonuses and commission structures drive monthly earnings for frontline staff. Corporate employees may receive annual performance bonuses tied to company and individual performance. Incentives are a meaningful part of total reward for many roles.
Health coverage is generally provided, with differences by country and role. Full-time employees typically receive basic medical insurance and access to wellness programs. Higher-tier plans and dependent coverage are available for mid to senior-level employees in many locations. Maternity benefits and some wellness allowances are offered in line with local regulations.
There are regular engagement activities: training days, product launches, client events, and team-building activities. Festival celebrations and recognition programs are common at centers. Engagement is stronger at the local level, where teams interact daily, and corporate organizes periodic town halls and larger events.
Remote work support is primarily offered to corporate and administrative staff. Hybrid models are possible depending on team needs. Frontline roles require physical presence at centers, so remote work is limited for service staff. Tools for remote collaboration are standard for office teams.
Average working hours vary by role. Frontline roles often follow shift patterns of 8–10 hours with weekend rotation. Corporate roles typically follow standard office hours, approximately 9–9.5 hours including breaks, with occasional extended days during launches or audits.
Attrition in frontline retail and service roles tends to be higher than in corporate functions, often due to the nature of shift work and industry churn. Estimated attrition rates can be in the 20–30% range for entry-level service staff in busy markets; corporate attrition is lower. There were workforce adjustments during the global pandemic period; since then, hiring and retention have stabilized.
Overall, this is a solid employer for people who value hands-on service work, training, and a brand-focused environment. There is clear scope for growth and learning, particularly in client-facing roles. You will find supportive teams and structured development programs, with compensation and work-life balance that align with role type. For job seekers evaluating company culture at VLCC or considering working at VLCC, it is a reliable option if you appreciate service excellence and can adapt to the operating rhythms of the beauty and wellness industry.
Read authentic experiences from current and former employees at VLCC
Clear processes for billing.
Low pay for accounting roles, limited growth and too much manual work.
Great work-life balance, supportive team, freedom to run campaigns and measurable results. VLCC brand helps open doors.
Occasional last-minute approvals required from HQ.
Supportive senior management, structured SOPs, good customer footfall which helps targets.
Long hours on weekends and peak season can be stressful.
Open culture, decent HR policies and regular learning sessions.
Recruitment volumes fluctuate a lot; sometimes reactive work.
Good hands-on training and steady client exposure.
Low salary growth and inconsistent shift timings.
Friendly colleagues, decent incentives and flexible weekly schedule.
Targets can change suddenly; commission process sometimes delayed.
