IDFC FIRST Bank Vice President salaries in India (Updated 2025)

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...when i began searching for a more performance-driven and structured opportunity. A friend who had recently joined IDFC first bank told me about an opening in the corporate salary acquisition team in Ahmedabad. He spoke positively about t he work culture and the way each and every individual effort is seen , which pushed me to apply through his referral. The hiring process was smooth , the HR contacted me within few days of applying. The initial conversation felt more like a discussion than a formal screening, they were genuinely interested in my background and career goals. The next round was with the Area Sales Manager , where we spoke about field experience , sourcing methods , and managing client relationships. It felt like a real exchange of ideas rather than a checklist of questions. The final round with the team head gave clarity on team setup, expectations , and growth scope in the region. Once selected , the onboarding process was well-managed. HR stayed in touch regularly , shared al necessary steps, and ensured that training and system access were ready before my joining. This preparing helped me settle in smoothly. In my current role , i handle multiple corporate clients , manage regular acquisition targets, and represent the bank in client meetings. The pace is quick , but the environment is encouraging and team-driven, and support from managers is consistent.

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Sometimes, internal coordination can slow things down slight , but it has helped me become more proactive and solution-oriented

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Salary 1. *Fair compensation*: Ensure salary reflects industry standards and job responsibilities. 2. *Performance-based*: Salary increments often tied to performance evaluations. 3. *Negotiation*: Research and prepare to negotiate salary during hiring or reviews. Promotion 1. *Career growth*: Promotions offer opportunities for advancement and increased responsibility. 2. *Performance evaluation*: Promotions often based on performance, skills, and contributions. 3. *Clear criteria*: Establish clear expectations and criteria for promotions.

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Working Style

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Incentives

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...able and not do anything to any work just site and how to highlight upper level. Don’t why company give her salary so much illegal work she doing I request to HR and other team please check my branch people are just sitting nothing else no one care about what’s going on with management and customer

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Salary was good, work environment was good.

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Management changes every 6 months and hence people cant get promotions. No one gets ratings above average. The manager stopped employees to go on time by giving extra work and expecting unrealistic outcomes. We used to work after office hour in the office till 8pm and yet we were not appreciated for this.

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Nothing as such. Loans were provided to employees at minimum interest rates

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...because of staff loans, management should work on curtailment of such behaviour. HR is unaware of basic policies, when on boarding they say that bonus would be around 40-50% but at appraisal time everything goes below water. During onboarding clearly mentioned that as per banks policy holidays on weekends, but after joining it's revealed that working is essential on weekends in month ends Such pathetic policies they have.