Doosan Power Systems is a global provider of power generation equipment and engineering services, operating as part of the broader Doosan Group and headquartered in South Korea. The company specializes in heavy equipment for thermal power plants—boil...
"I enjoy the hands-on work and the team spirit — you feel like you are building something real." That is a common sentiment from engineers and technicians. Other voices say, "You will get exposed to complex power systems early on, and your learning curve is steep." There are also candid comments: some employees note that shop-floor staff may feel less visible than office teams, and that communication can improve during busy project phases. Overall, people who stay tend to praise the technical challenges and the camaraderie.
The company culture at Doosan Power Systems leans toward practical problem-solving and engineering rigor. Teams are generally collaborative, with seasoned engineers mentoring newer hires. There is a focus on safety and compliance, which is expected in heavy-equipment and power sectors. While the environment can be formal in corporate functions, shop and project teams often adopt a direct, solution-oriented tone. If you appreciate an environment where technical competency is respected and where results matter, you will likely fit in well.
Work-life balance at Doosan Power Systems varies by role and site. Office-based project managers and engineers often have flexibility to manage hours around deadlines: you will have periods of regular hours, followed by intense project pushes. Factory and field roles tend to be more fixed and can include overtime during deployments or maintenance windows. Many employees report that managers are understanding about personal needs when workloads are managed proactively. If you value predictability, discuss expectations for peak project periods during interviews.
Job security is generally stable but tied closely to project pipelines and market demand for power equipment. Long-running contracts and service agreements provide steady work for many employees. However, the power sector is cyclical; there will be periods of hiring and slower demand. The company historically seeks to manage workforce levels through internal redeployment when possible. You will find more stability in roles linked to long-term service contracts than in those tied to one-off projects.
Leadership emphasizes technical competence and adherence to standards. Senior leaders are usually experienced in the energy sector and focus on operational efficiency and regulatory compliance. Management styles vary across departments — some managers are hands-on and mentor-focused, while others are more directive. Communication from the top is periodic; company-wide updates occur but employees sometimes ask for more transparency around long-term strategy and market positioning.
Managers receive mixed but generally positive reviews. Strong managers are praised for providing clear expectations, timely feedback, and professional development opportunities. Areas for growth cited by employees include more consistent one-on-one time and improved cross-functional coordination. If you value a manager who advocates for their team and clears roadblocks, you will find several such leaders, though consistency depends on the specific manager and division.
There are structured learning opportunities, especially technical training for equipment, safety courses, and certifications relevant to power systems. The company invests in on-the-job training, vendor-led sessions, and sometimes funds external certifications or courses. Formal leadership training is available but less ubiquitous than technical training. If career growth is a priority, you will want to take initiative: managers typically support development plans when employees show commitment.
Promotions are possible and tend to reward technical excellence, project delivery, and leadership impact. There are career paths for engineers (individual contributor ladder) as well as managerial tracks. Advancement timelines are not fixed; they depend on project success, business needs, and available roles. Employees who build cross-functional skills and secure certifications often accelerate promotion potential.
Salaries vary by geography and role. Approximate ranges in USD are:
Bonuses are typically performance-based and tied to company or business unit results. Individual and team incentives may range from annual performance bonuses (commonly 5–15% of base pay) to spot awards for exceptional contributions. Sales roles may receive commission or project-based incentives. Bonus structure can change with corporate performance and profitability.
Health benefits are generally competitive and include medical, dental, and vision plans. The company often provides life insurance and short- and long-term disability coverage. Many locations offer health savings accounts (HSA) or flexible spending accounts (FSA). Coverage details and employer contributions vary by country and local policy, so you should review the specific package during onboarding.
Teams organize regular events: town halls, technical brown-bag sessions, safety days, and occasional team outings. Larger sites may host annual celebrations and community volunteer days. Employee resource groups and interest clubs exist in some locations, helping with networking and engagement. Participation is encouraged, though the variety of events depends on site size.
Remote work support differs by role. Office-based functions often have hybrid options, with remote days balanced against in-person collaboration. Manufacturing, field service, and commissioning teams require on-site presence, so remote work is limited for those roles. IT and collaboration tools are in place to support distributed teams, but remote policies reflect the operational realities of manufacturing and field service work.
Typical working hours are around 40 hours per week for most office roles, with occasional evenings or weekends during project peaks. Field and service roles may work longer shifts, especially during outages or emergency responses. Overtime is common during deployments and may be compensated or balanced with time off depending on local policies.
Attrition is moderate and tends to mirror industry cycles. Turnover is higher in regions with competitive job markets or during slow project periods. The company has implemented targeted restructuring during downturns in the past, focusing on cost control and efficiency. There are not frequent wide-scale layoffs; however, occasional reductions have occurred during market contractions. It is prudent to monitor order backlog and market trends when assessing long-term stability.
Overall, this is a solid employer for those who enjoy technical challenges in the power sector and value hands-on problem-solving. Benefits and compensation are competitive for the industry, and there are clear paths for technical growth. You will find a pragmatic culture that rewards reliability and expertise, though communication and consistency in management can improve. If you are seeking meaningful engineering work with opportunities to learn on the job, this company is worth considering.
Read authentic experiences from current and former employees at Doosan Power Systems
Great exposure to large-scale power equipment and a very supportive engineering team. Doosan Power Systems invests in technical training and certifications, and I get to work on challenging turbine and boiler projects that build real expertise.
Some processes are a bit bureaucratic and commissioning trips can be long. Would like slightly faster decision-making for supplier choices.
Stable company with strong technical teams and clear focus on safety. Good client exposure and opportunities to lead cross-functional teams. Reasonable compensation and benefits for the market.
Project deadlines can be aggressive which affects work-life balance at times. Decision cycles with global stakeholders can slow down execution. Career progression is fair but not always fast.
