APL Apollo Tubes is a leading steel manufacturing company in India, recognized for producing a wide range of steel tubes and structural hollow sections used in construction, infrastructure and industrial applications. Headquartered in New Delhi, APL ...
You will often hear straightforward feedback from people working on the shop floor and in offices: they like the stability and practical learning, but some say processes can feel old-fashioned. Production staff say they get clear expectations and steady shifts, while office teams praise the exposure to large-scale manufacturing projects. If you are looking for a predictable routine and hands-on experience, many employees say working at APL Apollo Tubes can be rewarding.
The company culture at APL Apollo Tubes leans towards being performance-driven and safety-focused. Teams are pragmatic and results-oriented; cross-functional coordination matters because manufacturing and sales must be tightly aligned. There is a mix of traditional corporate values and a push for modernization. Overall, the company culture at APL Apollo Tubes supports operational excellence, with an emphasis on discipline and meeting targets.
You will find that work-life balance at APL Apollo Tubes varies by role. Factory roles follow shift systems, which can offer predictable off-hours but may be demanding during peak seasons. Office roles usually follow standard corporate hours, though end-of-quarter or project deadlines can extend them. Many employees say they appreciate the routine; others note that occasional overtime is part of the job.
Job security is one of the stronger selling points of working at APL Apollo Tubes. The firm operates in a staple industry—steel and tubular products—so demand tends to be cyclical but enduring. There are occasional restructurings, like in any large manufacturing firm, but there are not widely reported large-scale layoffs in recent years. Employees should expect standard performance reviews and the possibility of role changes aligned with business needs.
Leadership is pragmatic and focused on cost-efficiency, quality, and market expansion. Senior management communicates strategic priorities, though some employees wish for more frequent two-way communication. Middle management is often measured on operational metrics and delivery. Overall, leaders set clear targets and expect teams to execute, which can be motivating for people who like measurable goals.
Manager quality can vary across locations and departments. Many managers are praised for being accessible and experienced in manufacturing operations. Some employees report micromanagement in certain units, while others highlight supportive managers who invest in team development. When interviewing, ask about direct manager style because that relationship often shapes the day-to-day experience.
The company provides technical on-the-job training, safety programs, and role-specific upskilling. There are periodic workshops and induction programs for new hires. Formal structured learning and leadership programs are present but may not be as extensive as in large multinational firms. Employees who take initiative and seek cross-functional exposure tend to get more learning opportunities.
Promotions are available but tend to be performance- and tenure-driven. Production staff can move into supervisory roles, and engineers can rise to operations and plant management if they demonstrate consistent results. Office-side promotions depend on delivery, visibility, and business needs. Career progression is realistic but competitive.
Salaries vary by role, experience, and location. Typical ranges (approximate, INR per annum): entry-level/trainee 1.8–3.0 LPA; junior engineers/office executives 2.5–5.0 LPA; mid-level professionals 6.0–12.0 LPA; senior managers 15.0–30.0 LPA; top executives above 40.0 LPA. Sales roles may have a wide base range plus commission. These ranges are indicative and will vary with city, role, and experience.
There is a performance-linked bonus structure and periodic incentives for production and sales teams. Bonuses may be tied to plant efficiency, safety metrics, and sales targets. Festival bonuses or annual rewards are reported in some units. Commission structures for sales roles can substantially enhance total earnings for high performers.
The company generally provides standard employee benefits such as group health insurance, accidental coverage, and statutory benefits like provident fund contributions. Medical coverage levels may differ by grade and location. Employees report that claims are usually processed, though some suggest clarity around benefit limits could improve.
Employee engagement involves safety days, annual functions, and local unit celebrations. Plants and offices celebrate festivals and organize family days and sports events occasionally. Town halls and recognition programs are used to highlight achievements. Engagement tends to be more active at the plant level, where community and camaraderie matter.
Remote work support is limited for manufacturing roles but is available for certain corporate, sales, and design positions. Remote options became more accepted post-pandemic but are typically role-dependent. For shop floor and plant-based jobs, on-site presence is required. For office roles, hybrid arrangements may be possible based on team and manager approval.
Typical office working hours follow a 9-to-6 pattern with some flexibility; during busy periods, you will find extended hours. Factory shifts are structured—usually 8–12 hour shifts depending on the plant schedule. Overtime is compensated according to company policy and statutory requirements.
Attrition is moderate and aligns with industry norms for manufacturing. There is natural turnover among early-career employees and in high-pressure sales roles. There are no widely reported company-wide layoffs in recent public records, though like any large employer, APL Apollo Tubes may adjust headcount as part of operational optimization.
Overall, this company is a solid choice if you value stability, practical learning, and exposure to large-scale manufacturing. It will suit people who appreciate clear targets and disciplined operations. Career growth and pay are fair but competitive; benefits are standard. If you prioritize flexible remote work or extensive formal training programs, you may find limitations. For hands-on experience and a steady employer in the steel/tubular sector, working at APL Apollo Tubes is generally a reliable option.
Read authentic experiences from current and former employees at APL Apollo Tubes
Flexible hours help balance family and work. Learning from cross-functional teams.
Contract roles have less job security than permanent staff
Hands-on training, friendly teammates
Long shift hours during peak months and limited hike frequency
Supportive leadership, strong safety standards, good benefits and health coverage
Can be conservative about change; paperwork is heavy at times
Performance-driven incentives, huge product demand, good client relationships
Targets are aggressive and the travel can be tiring but it's expected for sales
