Adama is a global crop protection company headquartered in Israel, specializing in developing and marketing herbicides, insecticides, fungicides, and seed treatments for agriculture. The company provides farmers and distributors with a broad portfoli...
"I joined as an entry-level analyst and was surprised by how friendly everyone was. You will get help when you ask for it, and teammates often go out of their way to onboard you," says one recent hire. Another long-tenured employee shares, "There are days when you will feel stretched, but the people make it worth staying. You form real working friendships." A few employees mentioned that career paths can feel unclear early on, but mentorship helped bridge that gap. These voices reflect a variety of teams and locations, and they give a grounded sense of what working at Adama feels like day to day.
The company culture at Adama tends to be pragmatic and team-oriented. People value getting things done, but they also take pride in practical problem solving and supporting colleagues. You will notice a mix of global corporate processes and regional hands-on approaches, which can feel dynamic and sometimes a little uneven. Overall, the company culture at Adama leans toward collaboration, with pockets of competitive drive depending on the business unit.
Work-life balance at Adama varies by role and season. In corporate support roles you will usually see regular hours and predictable workloads. In field roles or product launches you will face busier periods with longer days, but managers are often aware and try to compensate afterward. Employees commonly say that if you set boundaries and communicate early, your team will respect them. For people who value predictable personal time, researching specific teams will help—work-life balance at Adama is not uniform across the company.
Job security at Adama is generally stable for employees who maintain performance and adapt to changing priorities. There are periodic reorganizations tied to strategic shifts, but these are usually focused on specific functions rather than company-wide reductions. Employees who build broad skill sets and contribute to cross-functional projects will find stronger protection against role volatility. Compensation and role continuity will reflect business performance in the region and product lines.
Leadership at Adama presents a mix of strong strategic thinking and operational focus. Senior leaders often communicate clear priorities and emphasize long-term market presence. Middle management quality varies by region; some managers excel at coaching and development, while others prioritize delivery over people development. Decision-making can be centralized for product and regulatory matters, so managers who can navigate both global directives and local realities are highly valued.
Managers at Adama receive generally positive reviews for accessibility and technical competence. Many employees report having supportive managers who provide regular feedback and advocate for team resources. Some criticisms focus on inconsistent people management skills across departments—there are managers who could improve on delegation and career conversations. Performance reviews are formal and frequent enough that you will not be left wondering how you are doing if you engage proactively.
Learning and development resources are available and include online courses, in-house training, and role-specific workshops. There is an emphasis on regulatory, technical, and safety training for relevant teams, and leadership development tracks for identified talent. Employees who take initiative and use provided learning stipends tend to accelerate their careers. Formal mentorship programs exist in some regions, and cross-functional rotations are encouraged for mid-career professionals.
Promotions at Adama are merit-based but structured. There will be clear competencies tied to each level, and internal mobility is promoted when business needs align. However, timelines for promotion can be slower in highly specialized technical tracks. Candidates who demonstrate cross-team impact and leadership potential will have the best chance for advancement.
Salary ranges at Adama vary widely by country and function. Approximate U.S.-based ranges are: entry-level roles $45,000–$65,000, mid-level professionals $65,000–$95,000, senior specialists $100,000–$150,000, managers $120,000–$180,000, and senior leadership above $180,000. These figures are approximate and will differ by local market, experience, and business unit. Salary progression is tied to performance reviews and market benchmarking.
Bonuses and incentives are part of the total compensation package. Typical annual bonuses range from 5% to 15% of base salary for most employees, with higher percentages for sales or business-critical roles. Long-term incentive plans or equity-like arrangements may be available at senior levels or for key talent. Performance metrics for bonus eligibility are usually a mix of individual, team, and company targets.
Health and insurance benefits are comprehensive in most markets. Standard offerings include medical, dental, and vision plans, life and disability insurance, and employee assistance programs for mental health. Coverage levels and contribution structures vary by country, but it will be reasonable to expect solid basic healthcare support and optional supplemental plans where applicable.
Employee engagement is supported through regular town halls, team-building events, and local celebrations. There are volunteer programs and community outreach initiatives that many employees appreciate. Engagement levels are higher where local leadership makes events a priority; some regions report fewer social activities due to workload or dispersed teams.
Remote work support is offered in many roles with hybrid models becoming common. The company provides collaboration tools and often a stipend for home office equipment. Remote work policies will depend on local legal requirements and the nature of the role, so you will want to check team-level expectations before accepting a position.
Average working hours hover around a standard 40-hour week for office roles. During busy periods or project rollouts, 45–50 hours is not uncommon. Field and operational roles may have more variable hours, including early starts or extended days when conditions require it. Teams generally try to balance workloads to avoid prolonged overtime.
Attrition is moderate; annual turnover is estimated in the mid-teens percentage range in many regions. There have been some targeted layoffs during business restructurings, but there is no pattern of frequent company-wide mass layoffs. Talent retention is stronger in teams with clear growth paths and good management.
Overall, Adama is a solid employer for people who value practical problem solving, teamwork, and stable industry exposure. The company culture at Adama supports collaboration and learning, and working at Adama can be a reliable step in a career—especially if you are proactive about development and clear on your team’s expectations. On a scale of 1 to 5, an overall rating in the range of 3.5 to 4.0 reflects a company with good fundamentals and room for improvement in consistency across regions.
Read authentic experiences from current and former employees at Adama
Great field support, meaningful work with farmers. Good benefits.
Long days during peak season.
Modern tech stack, mentorship program, flexible hours.
Promotion cycles are slow and sometimes unclear.
Flexible remote setup and interesting cross-country projects.
Contract role with limited long-term benefits; internal communication can lag.
Supportive manager, great lab facilities and clear research goals. Plenty of training and conference support.
Bureaucracy slows some processes.
Open culture, supportive colleagues. Good internal mobility options.
Salary growth is limited compared to market; workload spikes during launches.
Good incentive structure and strong client base.
High travel frequency and monthly targets can be stressful.
