Truebil was founded a year ago in a small flat in Chandiwali. The seven founders and a team of fewer than 20 employees multitasked all day long before Truebil went operational at full mode a few months back.

Tavish, the Sales Team Manager says “Working in our Chandiwali apartment had its own challenges and sweet memories. I remember that the kitchen in our flat was the only room with active network. So, all the calls to customers were made from kitchen. Kitchen was technically our call centre and at times when the network didn’t function there, we used to be technically screwed.”

The following 8 months has been a rapid growth story. Truebil has its own office at Gundecha Enclave in Sakinaka which is second home to more than 80 employees.

I talked to Ruchir who has been part of Truebil Demand team for last 4 months. He says “Truebil parties are big time fun. Dress your boss had some pretty embarrassing memories for everyone. A funny incident that still cracks us up is about a few months old. Our office loo used to be occupied for long durations. Consequently, there used to be a queue of people standing outside it. So the team decided to create an incentive. Many ideas came up like putting coupons, tickets, penalty and you can let your imagination roll by. The great thing was that one of those ideas was actually executed by managers which did good to everyone’s bladder.” He chuckles and says “You see, nothing is too small at Truebil. Every idea backed by sound reason gets implemented.”


Over time, the business, and number of departments have expanded proportionately. During those initial days, shaping the work culture of the company was definitely not the most pressing question at Truebil but today it is. Shubh Bansal , one of the founders of Truebil who oversees marketing and growth of the company, puts it “There was a time when we questioned what our company meant for the people who worked here. Coffee, food, bean bags, parties are at their own place but work culture is not just about environment but employee experience. After all they are the biggest consumers and advocates of your brand.”

He further says “Truebil aims to create trust in a market that has previously been unorganised and fraught with fraudulent malpractices. So, trust and transparency in providing our services to car buyers and sellers is always at the core of our business.”

But how the employees felt about their own company and related themselves with it was something that founders had yet to figure out. A startup environment is very dynamic, especially when it is growing as fast as Truebil. There is a plenty of scope to introduce new changes and reinforce them for quick results. The initiatives have deeper implications at different levels since all processes are at the developmental stage in a startup. If not considered properly, a seemingly harmless step can counteract and cause serious fallout.


“We won’t say that we had a charted plan at hand. All we knew was that we were not ready to copy other company culture hacks in the office, because what might work for one product might be completely redundant for another. ” says Shanu, digital marketing head and founder of Truebil .

The Truebil founders wanted the culture to grow organically. They kept a close eye on how the team members communicated with one another. Open office design meant that everybody could reach out to everybody else for help or a friendly chat. Since most of the people are young, they are active multitaskers who don’t believe in sitting on their desks pulling down the eye guards.

Himant, the social media head of Truebil adds “We see that inter team bonding is fairly strong in our workforce. Rather than bringing any problem to the managers in the first place, we have a culture of finding solutions by sharing knowledge. We would approach other teams and collaborate with them to find fresh solutions around the problem.”


Lunch breaks and coffee breaks are the times to discuss about customer experiences and office conundrums. Sleeves would be rolled up and markers would be scribbled all over the glass walls and desks very often. There are 9 teams in office but it is glad to see that there is no hard and fast team division. Call centre people get flash calls from other teams which are fun activities to be a part of. Car inspection team members share their experiences which is a pure delight for all. Interestingly, one of our consultants had a lavish lunch at a customer’s place when he went there to deliver insurance papers.

“The fact that all of these changes happened organically is amazing. I guess a big factor was that all the seven founders of the company are very much involved in the day to day processes. So, any decision cannot be rushed over. We realise the importance of interpersonal relations and encourage that on a daily basis.” says Shanu.

In a nutshell, it can be said that the Truebil work culture is one of taking ownership, being transparent in work and sharing ideas and experiences. When the organisation grows and becomes more complex in nature, Truebil might have to tackle issues like competition and office politics. For now, given the general positive vibe and relentless focus of the entire team on collaborative growth, it is only a matter of time before Truebil stands out from the crowd.


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