Life at DIYguru
What it is actually like here.
We train the people the energy transition is short of — engineers, technicians and specialists across EV, battery, hydrogen and clean energy. About 200 of us do that, across ten teams and eight countries, and this is an honest account of how it feels from inside.
How we work
Five things that hold across every team.
Teach it or it isn't real
Everything we build eventually has to survive contact with a room full of learners. That is a brutally honest feedback loop, and it shapes how every team works — including the ones that never teach.
Hardware over slideware
We train on real packs, real ECUs and real fault conditions. It is more expensive and more difficult than simulation, and it is the reason our learners get hired.
Hire for evidence, not pedigree
We do not filter on college tier. We ask for work — a writing sample, a portfolio, a teaching demo, a code review. Several of our strongest people would not have passed a conventional CV screen.
Publish under your own name
Curriculum, research and content carry their author's name. If you build something here, your reputation grows with it.
Say the number
We publish our placement outcomes, including the cohorts that underperformed. Internally the same applies — targets, budgets and results are shared rather than curated.
The honest part
What we are still bad at.
Every careers page lists strengths. These are the things people tell us in exit conversations, published here so you can decide before you apply rather than after you join.
We are a training business, not a tech company
Engineering here serves delivery. If you want to work on a product with millions of daily users, this is the wrong place — the platform exists to make cohorts run, and that is the ceiling on its ambition.
Some roles are genuinely onsite
You cannot run a high-voltage lab over a video call. Trainer, lab and centre roles require you to be there, and we would rather say that clearly than discover it in week two.
We move fast and it shows
We open markets and launch programmes faster than our internal processes mature. There is real ambiguity, and periodically you will be the person who has to invent the process.
Growth is uneven across teams
Content and training are large and well-structured. Research and product are small, which means more scope but fewer people to learn from.
Where we are
Delhi is home. Seven other countries are not far behind.
Our Okhla campus in New Delhi houses the studio, the main labs and most of the content and media teams. Bengaluru, Pune, Noida, Chennai and Bhubaneswar run delivery and lab operations. Dubai anchors the GCC, Kuala Lumpur covers Southeast Asia, and Lagos is our newest and least settled market.
Roughly a quarter of the company is fully remote, mostly in engineering, content and marketing. Remote staff come to Delhi once a quarter.
Equal opportunity, stated plainly
We hire on capability and evidence of work. We do not discriminate on the basis of caste, religion, gender, sexual orientation, disability, age or place of origin, and we do not ask for any of it during hiring.
If you need an adjustment at any stage of the process — a different interview format, extra time, an accessible venue — tell us when you apply. It will not count against you, and it is not shared with the interview panel unless you want it to be.
We never charge candidates a fee at any stage. If anyone asks you for money in our name, it is not us.
Introduce yourself