Craftsman Automation is an industrial engineering and automation firm that delivers precision manufacturing, assembly solutions, and automation integration to automotive and industrial clients. The company’s offerings typically include CNC machining,...
“I joined as a junior technician and felt welcomed from day one. You’ll get hands-on training and people actually help when you’re stuck.” Another common thread: employees appreciate practical problem solving and a down-to-earth vibe. Some say, “They’re honest about the flaws — processes need work, but you can make an impact quickly.” There are mixed reviews about pay and career pacing, but most teammates praise the camaraderie on shop floors and in project teams.
The company culture at Craftsman Automation leans pragmatic and results-oriented. Teams value getting things done and prefer clear, direct communication over corporate niceties. You will notice a maker mentality: people take ownership of problems and enjoy building solutions. There are pockets of innovation, especially in product teams, but the broader environment tends to favor incremental improvements over big experimental bets. If you value tangible outcomes and practical collaboration, company culture at Craftsman Automation will feel familiar.
Work-life balance at Craftsman Automation is generally reasonable. Many employees report predictable schedules, especially in manufacturing and maintenance roles. You’ll find some seasonal spikes tied to product launches or client deliveries, during which extra hours are common. Hybrid office roles have more flexibility, but that depends on manager discretion. For someone who values stability with occasional busy periods, work-life balance at Craftsman Automation is acceptable.
Job security at Craftsman Automation is moderate. The company serves steady industrial markets, which provides base stability. However, exposure to capital projects and cyclical demand means there are periodic organizational adjustments. You will not face constant instability, but you should be prepared for occasional restructuring tied to business cycles or strategic shifts.
Leadership focuses on operational excellence and customer outcomes. Senior leaders communicate financial goals and prioritize efficiency improvements. There is a visible emphasis on reliability and meeting commitments. Management style is pragmatic; decisions tend to be data-driven, though some teams feel leadership could be more transparent about long-term strategy. Overall, leadership is competent and grounded in the industry.
Managers are generally described as hands-on and technically savvy. They usually know the work and can mentor technicians and engineers. Some managers excel at removing roadblocks, while others can be directive and focused on short-term targets. Many employees appreciate managers who advocate for their teams; where that advocacy is missing, people tend to move on. If you value a manager who understands the job and clears obstacles, you will likely find a good fit.
Learning and development opportunities are present but uneven. There are formal training sessions for safety, quality, and core systems. Technical growth often happens on the job through project assignments and peer mentoring. The company provides some support for certifications and external courses, but budget constraints can limit access. Employees who proactively seek stretch assignments tend to grow faster than those waiting for structured programs.
Opportunities for promotions exist, particularly for employees who take initiative and demonstrate project leadership. Advancement is often merit-based and tied to measurable contributions. That said, promotion cycles can be slow in some departments, and mid-level roles may be limited by organizational structure. If you consistently deliver and build cross-functional relationships, you will increase your chances for promotion.
Salary ranges are competitive for the industry but vary by role and location. Typical ranges:
Bonuses and incentives are available for many roles. Performance bonuses are often tied to project delivery, quality metrics, or company profits. Sales and client-facing roles may have commission structures. Incentive programs are usually modest but meaningful, incentivizing timely project completion and adherence to KPIs.
Health and insurance benefits are standard and solid for mid-sized industrial employers. Medical, dental, and vision plans are offered, with employer contributions. There are options for HSA or FSA accounts. Retirement plans, such as a 401(k) with matching, are commonly included. Benefits are reliable and adequate, though top-tier perks (extensive wellness programs or high employer premiums) are less common.
Employee engagement tends to be localized. Teams host regular safety meetings, brown-bag lunches, and occasional offsite events. Company-wide celebrations happen around milestones and holidays but are not extravagant. Engagement is strongest where managers actively foster team connection. Social events are practical and community-oriented.
Remote work support is available for roles that do not require on-site presence. Office and engineering staff may have hybrid options, with policies determined by teams and managers. Remote tools and collaboration platforms are in place, but remote work expectations are flexible rather than fully formalized. If remote work matters a lot, confirm specific arrangements during interviews.
Average working hours depend on the function. Manufacturing shifts are typical (8–12 hours) depending on coverage. Office roles usually operate on a standard 40-hour week, with occasional extra hours during busy periods. Expect predictable schedules most of the year, with project-driven variability.
Attrition is moderate. The company retains many long-tenured employees, but there is steady churn among mid-career professionals seeking faster career growth or higher pay. There have been periodic small-scale layoffs linked to restructuring or market slowdowns, but no widespread, repeated mass layoffs in recent memory. Overall, turnover is manageable and tied to normal industry cycles.
Overall, the company is a solid choice for people who enjoy hands-on work, practical problem solving, and a stable industrial environment. Leadership is pragmatic, benefits are reliable, and opportunities for growth exist for proactive employees. If you are seeking a place where working at Craftsman Automation will allow you to learn by doing and contribute tangibly, this company is worth considering. For those prioritizing rapid career acceleration or high-end perks, there may be better fits elsewhere.
Read authentic experiences from current and former employees at Craftsman Automation
Supportive team, challenging projects in robotics and PLC integration. Good mentorship and hands-on learning.
Compensation is below some competitors; occasional late nights near product launches.
Clear processes, good for solidifying testing fundamentals. Helpful peers and decent benefits.
Middle management can be slow to act. Communication gaps between product and engineering sometimes slow deliveries.
