Berkshire Hathaway Employees Reviews, Feedback, Testimonials

Employee Testimonials

“I’ve worked here for seven years and you get a real sense of stability — people stay for a long time.” That’s a common line you will hear from long-tenured employees. Others say, “you’ll get a lot of ownership over your work,” especially in subsidiary companies where teams are small and decisions can be made quickly. Some newer hires mention a steep learning curve when they join an operating company, but they appreciate the exposure to seasoned leaders.

There are mixed notes too: some employees felt that career paths were less visible in larger subsidiaries and that internal mobility required proactive networking. Overall, testimonials suggest working at Berkshire Hathaway often feels like joining a family of businesses rather than a single corporate machine.

Company Culture

The company culture at Berkshire Hathaway is famously decentralized and conservative. You will find a no-frills environment that values long-term thinking, fiscal prudence, and autonomy for subsidiary managers. The culture encourages trust in local leadership and a focus on performance rather than bureaucracy. If you value straightforward leadership and accountability, this culture will likely resonate. If you expect flashy perks and central-driven programs, you might be surprised.

Work-Life Balance

Conversations about work-life balance at Berkshire Hathaway vary by business unit. Many people say work-life balance at Berkshire Hathaway is reasonable: standard schedules, predictable workloads, and the flexibility to manage work outside office hours when needed. Certain business lines, like insurance underwriting or retail operations during peak seasons, can demand longer hours. Overall, you’ll find that balance leans toward stable and manageable.

Job Security

There is a strong emphasis on stability and long-term viability. Berkshire Hathaway has a reputation for prioritizing enduring businesses and avoiding short-term cost-cutting that would harm operations. For most employees, this translates into solid job security. There may be exceptions during acquisitions, divestitures, or performance-driven changes in specific subsidiaries, but the overall trend is toward preserving staff and expertise.

Leadership and Management

Leadership is characterized by a trust-first approach. Senior leaders will often empower managers at the operating company level to run their businesses independently. Decision-making is typically rational and conservative, with an emphasis on value creation over hype. Communication from top executives can be straightforward; however, access to senior leaders depends on the subsidiary and role.

Manager Reviews

Manager quality varies because each operating company hires and promotes its own leaders. Many managers are praised for being hands-off but supportive, trusting their teams to deliver results. Some managers are described as old-school in expectations, which works well for some employees and less well for others. Feedback culture is more likely to be informal and on-the-job rather than driven by rigid corporate processes.

Learning & Development

Formal training programs are not uniformly centralized. You will find on-the-job learning, mentoring, and on-site training at the operating company level. Some subsidiaries offer structured development and leadership programs, but learning-centered resources differ across the portfolio. Employees who seek growth are often rewarded with real responsibilities that accelerate development.

Opportunities for Promotions

Promotion opportunities are tied to performance and the needs of individual businesses. Because subsidiaries have autonomy, high performers can move up quickly if leadership spots open. On the other hand, in very stable teams with low turnover, promotions can be slower and may require moving between operating companies.

Salary Ranges

Salary ranges vary widely by role, location, and business unit. Typical approximate ranges might be:

• Entry-level non-technical roles: $45,000–$70,000
• Mid-level professional roles: $70,000–$150,000
• Senior technical or management roles: $120,000–$300,000+ These are estimates and will differ by subsidiary and region. Compensation tends to be competitive with market rates for the specific industry of the operating company.

Bonuses & Incentives

Bonuses and incentives are usually tied to business performance at the subsidiary level. Many units offer annual bonuses, profit-sharing, or performance-based payouts. Equity-heavy incentives are less common across the whole group, though certain senior executives and leaders may receive more substantial long-term incentives depending on the business.

Health and Insurance Benefits

Health and insurance benefits are generally solid and comprehensive. Most employees will have access to medical, dental, and vision plans, with employer contributions that are competitive. Some subsidiaries offer additional benefits like disability insurance and retirement plan matching. Benefit details will depend on the particular operating company.

Employee Engagement and Events

Engagement tends to be localized. Many operating companies hold team events, holiday gatherings, and informal meetups. A notable company-wide occasion is the annual shareholders meeting, which creates a unique culture moment many employees enjoy. Engagement activities are practical and often rooted in the local business culture rather than centralized corporate programs.

Remote Work Support

Remote work support will depend on the subsidiary and the role. Some businesses fully embraced hybrid or remote arrangements, especially for corporate functions, while others that require on-site presence (manufacturing, retail, insurance processing) remain more in-person. You will find flexible arrangements where job functions allow it, but remote policies are not universally standardized.

Average Working Hours

Average working hours skew around a 40-hour week for many roles. There are seasonal or project-driven peaks where 45–50+ hours may be expected, and some roles keep more predictable, office-based schedules. In short, expect a typical full-time workload with occasional busy periods.

Attrition Rate & Layoff History

Historically, attrition rates are low compared to industry averages, reflecting long-tenured employees and stable businesses. Layoffs at a conglomerate level have been uncommon; most workforce changes occur at the subsidiary level and are tied to business performance or restructuring. The overall history suggests measured personnel decisions rather than frequent large-scale layoffs.

Overall Company Rating

Overall, this organization rates highly for stability, sensible leadership, and long-term thinking. Employees who value autonomy, solid benefits, and predictable work patterns will really appreciate the environment. There may be fewer glitzy perks and less corporate uniformity than at highly centralized firms. On balance, it is a strong choice for people seeking steady careers and practical, performance-oriented workplaces.