Dunnhumby Salaries in India (Updated 2025)

Likes

...life balance is also good. No micro management. Leadership is clear about goals. Good salary hike and complete bonus

Dislikes

Company is forcing now 3 days a week which is really disturbing work life balance. No job designations available for promotion. At some stage it might feel stagnant.

Likes

Work life balance is good. Work is easy to do

Dislikes

Communication across and within team is a major issue. Salary is way below market standards and higher leadership is not at all interested in fixing this. As a result dunnhumby has lost a good amount of talented people.

Likes

Best practices followed, opportunities to use latest technology and work on innovative projects

Dislikes

Sometime work can be renundant if you spend long years, promotion is driven often based on favoritism, salary below industry standard

Likes

Work life balance.

Dislikes

Absolute favouritism. Inconsistent company vision and no blueprint for growth. Randomly trying to chase a concept. Not encouraging or giving opportunity to existing employees. Infact indirectly creating circumstances for them to leave the company. Completely biased promotions.

Likes

Work Life Balance : The workload is minimal due to lack of learning opportunities. Most employees seem to follow a routine of running automated scripts without much clarity on the value they are adding. Longevity : The company offers a long term job security, particularly for individuals without strong career ambitions. For example , some of the longest serving employees are female, highlighting a potential gender based longevity disparity. Importantly most good reviews are forced one by team managers asking team to rate nicely so please don't decide these based on those.

Dislikes

Salary : Compensation is below market standards. Most hires are sourced from TCS/Infosys or are fresh graduates , with experienced candidates (5-8 years) earning roughly 50% less than market averages. Favouritism : Promotions are heavily influenced by favouritism. Regardless of your technical skills, career growth is stagnant because senior management (G4) rarely vacates positions. External Hires , often with connections are preferred for promotions, leaving internal candidates sidelined after being invited for interviews. Feedback Process : End of year feedback is often irrelevant and non -technical. Issues such as minor behavioural concerns or meeting attendance are emphasized over technical contributions, fostering a toxic environment. Nature of work : Most meaningful projects are managed by UK based teams, leaving the india hub with low quality , redundant tasks. This limits opportunities for both technical and vertical growth. Management Style : Many team managers operate in an autocratic or unstructured manner, focusing on personal preferences rather than technical or strategic decisions. This creates a toxic and demotivating workplace culture.