Infosys BPM vs Concentrix for Freshers (2026): Shifts, Pay & the Route Out of Voice
Updated August 2026 · Packages indicative — confirm on each company's official careers page
Start with what these two have in common, because it is most of the story. Both hire BA, B.Com, B.Sc, BBA and engineering graduates in volume, both assess English far more heavily than aptitude, neither has a coding round, and both pay entry-level bands that sit in broadly the same ₹2–4.5 LPA region depending on the role and whether a shift allowance is included. For a graduate watching an IT-dominated campus calendar in which almost nothing is open to them, either offer is a real job with a large employer — not a fallback, and not something to apologise for at home.
The difference is in the shape of the company, and it matters more in year two than in week one. Infosys BPM is the business process arm of an IT services group, and its intake leans towards back-office work — finance and accounting, procurement, HR operations and reporting — alongside customer service. Concentrix is a pure-play customer experience company: its centre of gravity is customer-facing work for other brands — international and domestic voice, technical support, chat and email, sales and retention — with back-office processing as a smaller part of the mix. So, broadly, if you are a B.Com graduate who wants to be doing reconciliations and month-end close, the door is wider at one; if your spoken English is your strongest asset and you want the highest entry figure the sector pays a fresher, the voice floor at the other is where that money is.
Two honest points before you choose. Night and rotational shifts are a fact of this sector at both companies wherever a process serves overseas customers, and they affect your health and your family life more than a few thousand rupees of package difference does — ask about the specific process, not the company. And attrition in this industry is high everywhere, which is exactly why the thing that decides whether this becomes a good first job is not the logo but what you build in the first eighteen months. Excel to a real level, then SQL or a technical certification, then a deliberate move into reporting, quality, training or IT support. People who do that leave the floor at either company; people who do not, stay on it at either company.
Packages, side by side
| Infosys BPM | Package | Concentrix | Package |
|---|---|---|---|
| Process Executive | Indicative ₹2–3 LPA | Customer support — international voice | Indicative ₹2.5–4.5 LPA including shift allowance, plus process incentives |
| Process Executive — Finance & Accounting | Indicative ₹2.5–3.5 LPA | Customer support — domestic voice | Indicative ₹1.8–3 LPA |
| Senior Process Executive / Process Specialist | Indicative ₹3–4.5 LPA | Technical support (voice or chat) | Indicative ₹2.5–4.5 LPA |
| Customer service — voice, chat and email | Indicative ₹2–3.5 LPA, with allowances where shifts apply | Non-voice — chat and email support | Indicative ₹2–3.5 LPA |
| Sourcing, procurement and HR operations | Indicative ₹2.5–4 LPA | Back office / transaction processing | Indicative ₹1.8–3 LPA |
| Reporting, MIS and analytics-adjacent roles | Indicative ₹3–5 LPA | Sales and retention | Indicative base lower, with incentive component that can be substantial |
| Support functions (quality, training, workforce management, MIS) | Indicative, generally above frontline bands |
How the exams differ
| Infosys BPM hiring (aptitude and communication assessment, operations interview and HR round; walk-in and virtual drives are common) | Concentrix hiring (spoken-English and typing assessments, then operations and HR rounds — no coding round) |
|---|---|
| Aptitude assessment: Quantitative, logical and verbal at a moderate level — closer to a general employability test than to the engineering-track paper, and with no pseudo-code or coding section | Application screening: Walk-in, referral, campus drive or online application. Eligibility is broad — most roles take any graduate, some accept candidates without a completed degree, and backlogs are treated far more flexibly than at engineering recruiters |
| Communication assessment: Written English always, and a spoken or voice assessment for customer-facing processes. This is weighted heavily and is the most common reason candidates are filtered out | Spoken-English assessment: For voice roles, a computer-scored or live evaluation of clarity, pace, grammar and listening. This is the single biggest filter and it is testing intelligibility rather than accent |
| Domain section where the process demands it: Accounting fundamentals for F&A processes, basic Excel for reporting roles. Not universal, and tied to the specific process you are being considered for | Typing and written test: For non-voice and back-office roles — typing speed and accuracy, written comprehension and short composition |
| Operations interview: Why BPM, what you understand the work to be, how you handle repetition, targets and corrections, and your willingness on shifts and location — asked directly | Aptitude and process reasoning: Basic numerical and logical reasoning, and situational questions about how you would handle a customer or an exception |
| HR round: Shift pattern, week-offs, transport, notice and any training terms, plus a genuine check on whether you intend to stay. Attrition is a real concern in this industry and interviewers screen for it | Operations and HR rounds: Shift willingness, transport and location, the process you would be assigned to, and terms. Be honest here rather than agreeing to a shift pattern you know you cannot sustain |
Choose Infosys BPM if…
- You are a B.Com or BBA graduate and want your degree to count. Finance and accounting processes — payables, receivables, reconciliations, month-end support — are a named fresher route here, and an accounting-cycle understanding is directly assessed rather than ignored.
- You would rather not be on the phone. The back-office share of the intake is larger, and back-office processes are more likely than customer-facing voice to run closer to standard hours — though that depends on the client, so still ask.
- You want the brand on your CV to open doors in finance operations later. Shared-services centres, banking captives and audit-adjacent operations roles read F&A process experience as relevant, and that is a well-trodden next step.
- You are an engineering graduate who did not clear the technical drives and want a reporting or analytics route. MIS and reporting roles exist inside the BPM arm and Excel and SQL are what move you into them — but understand that the BPM intake and the engineering intake are separate pipelines, and a move to the technology side of the group is a separate application with its own bar, not an automatic transfer.
Choose Concentrix if…
- Spoken English is your strongest skill and you want it to pay. International voice and technical support are where the highest frontline entry figures in this sector sit once the shift allowance is included — provided you have honestly decided you can sustain nights.
- You want the clearest technical exit from a support floor. Technical support work — troubleshooting software, devices or connectivity — is the frontline role that leads most directly into IT service desk and infrastructure careers, especially if you add a networking or cloud certification in the evenings.
- You need flexibility on location. Customer experience sites run across several metros and tier-2 cities, and domestic voice in regional languages — Telugu included — is a real route that often runs day or evening shifts rather than nights.
- You are drawn to training, quality or workforce management. Large customer-facing operations need many people in those support functions, they recruit from the floor, and they are the most valuable internal destinations for someone who performs well and asks early.
Best position: hold offers from both
The exams are free and the prep overlaps almost entirely. Practise Infosys BPM and Concentrix interviews with Phiny's AI — free, unlimited, company-specific.
Start a free AI mock interviewFrequently asked questions
Which is better for a fresher, Infosys BPM or Concentrix?
Neither in general. Both are large, established employers that hire freshers from any degree, and a later employer reads a year at either as comparable operations experience. What decides it is your specific offer: voice or non-voice, domestic or international, which shift pattern, which site, and what the fixed pay is separate from allowances and incentives. A back-office F&A offer at one and an international voice offer at the other are two different jobs that happen to sit in the same industry. If you are holding both, compare the processes line by line; if you are holding neither, apply to both — the drives are frequent and the preparation is the same.
What is the real difference between an IT-parent BPM arm and a customer experience company?
It is mostly a difference in mix. A BPM arm of an IT services group runs business processes for clients — finance and accounting, procurement, HR operations, reporting — alongside customer service, and sits in a group whose other half builds software. A pure-play customer experience company is built around customer-facing work for other brands — support, technical support, sales and retention across voice, chat and email — with back-office processing as a smaller share. For a fresher that shows up as which roles are most plentiful, which assessments weigh most heavily, and which internal support functions are largest. It does not mean one is a technology company and the other is not: the BPM intake is its own pipeline with its own roles and bands, not a side door into software development.
Which pays more for freshers in the 2026 or 2027 batch?
At entry the bands overlap, and the role matters more than the company. Indicatively, domestic voice and back-office processing sit around ₹1.8–3 LPA at either, finance-and-accounting process roles around ₹2.5–3.5 LPA, and international voice and technical support around ₹2.5–4.5 LPA with the shift allowance included. Sales and retention roles carry a lower fixed component and a variable one that depends on targets. All of these are directional and move with city, process, client and year. The one habit that protects you is asking for fixed salary, shift allowance and incentive as three separate numbers — a single combined figure quoted verbally usually assumes every night shift worked and every target met.
Do both involve night shifts?
Wherever the process serves customers or clients in another time zone, yes — at both companies. International voice is the most demanding pattern; some back-office and domestic processes run closer to day or evening hours. The honest approach is to ask what the rota is for the specific process you are being hired into, how often it rotates, what the week-offs are, whether transport is provided and what the night allowance is and how it is paid. Discuss it at home before accepting, especially if you are the first in your family to work nights. People sustain night work for years when they organise sleep, food and travel around it; people who try to live on two schedules usually burn out within months, and quitting in month three costs you more than declining in advance.
I got a voice process offer. How do I move into non-voice, analytics or IT later?
Deliberately, and starting in the first few months rather than after two years. The route out of voice is the same at both companies and it runs through skills the job does not hand you automatically. Learn Excel properly — lookups, pivots, clean reporting — because it moves people into MIS, reporting and workforce management. Add basic SQL and a visualisation tool if analytics is the direction, or networking and cloud fundamentals with a recognised certification if you are in technical support and want IT infrastructure work. Tell your team lead early that you are aiming at a support function, perform consistently on quality scores, and apply for internal openings when they appear. Internal movement depends on openings and your record, not seniority, so ask in the HR round how often people in that team have moved — a concrete answer is a good sign.
Is attrition in BPO really that high, and does it matter to me?
Attrition is high across the sector as a whole — that is widely acknowledged by the industry itself — and it is the reason interviewers at both companies screen hard for whether you will still be there in a year. For you it matters in two ways. It means a realistic answer about repetition, targets and shifts beats a performed enthusiastic one in the interview. And it means the people around you will change often, which is a real opportunity: teams that lose people need new senior agents, subject-matter experts and quality analysts, and someone who stays, performs and has built Excel skills is well placed when those openings come. We do not publish attrition rates for either company, because we have no reliable figure to give you and a guessed one would mislead.
I am an engineering graduate. Is taking either offer a mistake?
Not if you take it deliberately. It is real employment that builds communication, process discipline and domain knowledge, and the reporting, analytics and technical-support routes connect directly to data and IT careers. What goes badly is taking it as a holding position while telling yourself you will keep preparing for development roles, and then doing neither properly — the shifts make evening study harder than people expect. If your goal is still a software development role, be honest about whether you will actually prepare alongside the job; if you are open to operations, analytics or IT infrastructure, either company is a reasonable first step and the choice between them should follow the role on your offer letter.
How do I prepare for both, and how do I spot a fake offer?
Prepare once, because the assessments are close: spoken and written English above everything else, aptitude at a moderate level, typing speed and accuracy for non-voice roles, accounting basics if you are applying to a finance process, and honest answers about shifts and repetition. Our voice process question set and communication round guide cover the part that decides most outcomes. On fakes: large fresher employers are exactly the names scammers borrow. No genuine employer or recruiter charges you a fee for registration, training, a laptop, a security deposit or a document, and offers that arrive over messaging apps without an interview, from personal email addresses, or asking for bank details are fraudulent whatever letterhead they carry. Apply through the official careers sites or attend a walk-in at a listed site address.
The full guides
- Infosys BPM hiring (aptitude and communication assessment, operations interview and HR round; walk-in and virtual drives are common): pattern, syllabus & prep
- Concentrix hiring (spoken-English and typing assessments, then operations and HR rounds — no coding round): pattern, syllabus & prep
- Check your eligibility for both · see the real in-hand for each package