Akrivia Automation is an industrial automation and systems-integration company that designs and implements process control, PLC/SCADA, robotics integration, and instrumentation solutions for manufacturing and process industries. The company focuses o...
“I joined as a controls engineer and stayed for the team,” says one mid-level employee. “You will find hands-on projects and people who want to teach.” Another recent hire notes that onboarding was practical and project-focused: “They walked me through real systems on day one — it was intense but rewarding.” A few long-tenured staff mention occasional process changes that cause friction, but most say the technical exposure makes it worth it. These voices reflect a mix of enthusiasm for engineering work and practical concerns about pace and communication.
The company culture at Akrivia Automation is technical-first and results-driven. People who enjoy solving real-world automation challenges will feel at home. Collaboration is common across teams; shop-floor technicians, software developers, and systems engineers often work shoulder to shoulder on deployments. There is an emphasis on practical problem solving rather than polished presentations. While hierarchy exists, many teams are informal and approachable — you will be judged more by your contributions than by formal titles. If you are looking for a culture that values tinkering, learning by doing, and delivering on client timelines, this is a fit.
Work-life balance at Akrivia Automation varies by role. Field and commissioning engineers report irregular hours during deployment phases and travel spikes that can stretch personal time. Office-based roles tend to be more predictable, with reasonable flexibility once projects are in steady state. Management has become more aware of burnout and has introduced measures like rota planning and comp-off policies. If you value a predictable 9-to-5, select roles carefully; if you are okay with bursts of intensity followed by quieter periods, you will be comfortable.
Job security at Akrivia Automation depends on business cycles and the industrial sectors served. Core engineering and service roles are normally stable because maintenance and retrofit work provide recurring revenue streams. Project-based roles may be linked to contract pipelines; therefore, there can be short-term fluctuations. The company aims to retain skilled employees and will often redeploy personnel between projects rather than terminate them. Employees with niche technical skills are likely to have stronger job security.
Leadership at Akrivia Automation is technically competent and focused on delivery. Senior managers often have engineering backgrounds and make decisions grounded in operational realities. Management communicates strategic priorities, but execution expectations can be strict. There is a bias toward hands-on leadership rather than purely administrative oversight. While some employees appreciate the clarity and decisiveness, others would prefer more structured career planning from managers.
Managers are generally described as accessible and technically savvy. Many are willing to get involved in troubleshooting and mentoring, which is appreciated by engineers. Performance feedback is provided, though it can sometimes be informal and tied to project milestones rather than scheduled reviews. Some managers excel at advocating for their teams, while a few could improve in delegating and planning to reduce last-minute crunches.
Learning and development opportunities are practical and role-specific. Training is often done on the job, through shadowing and hands-on sessions. The company occasionally sponsors external certifications and workshops for critical skills like PLC programming, SCADA systems, and safety compliance. Formal classroom budgets are limited compared to on-the-job learning, but motivated employees will find mentors and stretch assignments to grow their capabilities.
Promotions are available but tend to favor those who take initiative and demonstrate cross-functional leadership. Technical experts can progress into senior engineering or specialist roles, while those who show business acumen can move into project management or client-facing positions. Advancement is tied to demonstrated impact on projects and client satisfaction rather than tenure alone.
Salary ranges at Akrivia Automation are competitive within mid-market industrial automation firms. Entry-level engineers can expect modest starting salaries, while experienced automation engineers and project leads receive mid-to-upper market compensation. Salaries vary by location, role, and experience; additional technical certifications may influence pay bands. Total compensation is often in line with industry norms for similar-sized automation companies.
Performance bonuses and incentive schemes exist and are commonly tied to project delivery and company performance. Sales and project managers may have commission or milestone-based pay components. Bonuses are typically discretionary and can fluctuate year to year. The company has been working to make the incentive structure clearer so employees can understand how targets link to payout.
Health benefits are provided and include standard medical coverage options. Insurance packages may vary with seniority and regional practices. Employees report adequate coverage for routine care and occupational health support for field staff. There are also safety-focused programs for technicians who work on-site. Benefits are functional, though some employees would like expanded wellness programs.
Employee engagement is centered around project milestones and team celebrations. The company organizes periodic team outings, technical workshops, and informal get-togethers after major deployments. Engagement is stronger in local offices where small teams bond closely. Town halls and internal updates occur but could be more frequent to improve cross-site visibility.
Remote work support is practical but role-dependent. Office and administrative roles have more flexibility to work from home, with digital collaboration tools in place. Field and commissioning teams require physical presence, so remote options are limited for them. The company provides necessary remote-access tools for engineers who need to support sites remotely, and there is an increasing acceptance of hybrid arrangements where feasible.
Average working hours depend on project cycles. Typical office roles run around 40 to 45 hours per week. Field engineers and commissioning staff may experience extended hours during rollout periods, often including weekend work. Overtime is generally recognized, and teams try to balance schedules after peak periods.
Turnover is moderate and tied to project workloads and market demand. There have not been widespread layoffs reported in normal business conditions; reductions, when they occur, are usually related to contract closures or economic downturns. The company tends to prefer redeployment and internal transfers over mass redundancies.
Overall, Akrivia Automation is a solid choice for professionals interested in hands-on industrial automation work. The company culture at Akrivia Automation rewards practical skill, collaboration, and problem solving. Work-life balance at Akrivia Automation will depend on your role and tolerance for episodic intensity. For those looking to grow technically and contribute to real deployments, working at Akrivia Automation offers meaningful experience, reasonable compensation, and a pragmatic, engineering-focused environment.
Read authentic experiences from current and former employees at Akrivia Automation
Supportive team leads, lots of opportunity to build automation frameworks and test benches. Small team means you get real ownership of features.
Compensation is below market for Bangalore; formal HR processes are still maturing.
