Endurance Technologies is a major manufacturer in the automotive components industry, headquartered in Aurangabad, Maharashtra. The company supplies precision-engineered parts such as aluminum die-cast components, transmission systems, suspension and...
“I joined from a small supplier and was surprised by how structured things are — you get clear processes and peers who will help you out,” says one mid-level engineer. Another product development colleague adds, “You will find people who care about craftsmanship; there is pride in the work here.” A technician in the shop floor notes, “You’ll have steady work and predictable shifts, though things can pick up during peak orders.” These voices reflect a company where hands-on experience and practical problem solving are valued.
The company culture at Endurance Technologies blends manufacturing discipline with an engineer’s mindset. Teams are practical, focused on continuous improvement and safety. People often describe the environment as respectful and grounded rather than flashy — it is about doing things well and iterating steadily. If you are searching for company culture at Endurance Technologies, expect a blend of traditional shop-floor values and pockets of modern process thinking.
Work-life balance at Endurance Technologies varies by role. Those in production and maintenance tend to have fixed shifts and clear expectations, so schedules are predictable. Office-based roles may see extra hours around delivery deadlines. Many employees say that you’ll be able to plan your life outside work, but occasional overtime is part of the job, especially during launch or quality drives.
There is a strong emphasis on steady operations and long-term client relationships, which supports job stability. The company typically performs well during normal market cycles, and production roles are often considered secure due to ongoing demand. Temporary fluctuations in orders can lead to short-term adjustments, but wholesale layoffs are not commonplace.
Leadership is generally pragmatic and operations-focused. Managers tend to prioritize targets, quality, and safety, and they value data-driven decisions. Strategic communication is improving, though some employees feel that senior leadership could be more visible and share long-term plans more frequently. There is a clear chain of command, which helps in execution but may limit bottom-up visibility at times.
Immediate managers receive mixed but mostly positive feedback. Many team leaders are praised for technical competence and fairness. A common comment is that managers are approachable when it comes to operational issues, but mentorship and career conversations can be inconsistent. If you value a hands-on manager who understands day-to-day challenges, you will often find that here.
Training is practical and often on-the-job. There are structured inductions for shop roles and technical upskilling sessions for engineers. Formal learning programs exist but can be limited by budget or scheduling. Cross-functional exposure happens through project work, and motivated employees can find opportunities to learn through stretch assignments.
Promotion paths are clear in many technical and production tracks. Progression is typically linked to experience, certifications, and demonstrable results on the shop floor or in projects. Office and corporate roles may see slower promotional movement. Those who proactively seek responsibility and build a track record of reliable outcomes are more likely to move up.
Salaries are competitive for the manufacturing sector, with base pay linked to role, location, and experience. Entry-level technical staff and operators receive industry-standard wages, while engineers and mid-level professionals sit in the mid-range for automotive component firms. Senior technical and managerial roles will command higher compensation, though they may trail multinational benchmarks.
Bonuses and incentives are performance-based and tied to plant performance, quality metrics, and individual reviews. There are periodic incentives for meeting safety, productivity, and cost targets. Incentive structures are transparent in many units, but the size and frequency can vary across locations and business units.
Health coverage is provided and meets common industry standards, including medical insurance for employees and often for immediate family members. Some facilities offer on-site medical support and wellness initiatives. Benefits are adequate, though employees in certain regions may seek more extensive plans or faster claim turnaround.
Engagement is practical and event-driven — safety days, quality fairs, and team celebrations around milestones are common. There are occasional cultural events and employee awards to recognize contributions. Engagement efforts tend to focus on team bonding and operational pride rather than large-scale corporate retreats.
Remote work support is limited, reflecting the manufacturing-first nature of the business. Office roles that are technology-enabled may have flexibility or hybrid arrangements, but many functions require physical presence. If remote work is a priority, you will find fewer options compared to fully office-led firms.
Average working hours are typical of manufacturing and production environments: fixed shifts for shop floor staff (often 8–12 hours depending on shift) and standard office hours for administrative roles, with occasional extended days for projects or audits. Predictability is a common plus for shift-based roles.
Attrition is moderate, with most turnover seen among entry-level roles and in functions affected by seasonal demand. There have not been widespread layoffs in recent normal cycles; however, short-term workforce adjustments have occurred during demand downturns. Retention is stronger where training and career paths are clear.
Overall, the company offers a solid place to build a practical career in manufacturing and engineering. It is well-suited to people who value craftsmanship, predictability, and a clear operations focus. Those seeking high flexibility, heavy remote options, or rapid corporate-style promotions may find it less aligned with their goals. On balance, working at Endurance Technologies will appeal to candidates who want stability, hands-on development, and steady progression within a manufacturing-led culture.
Read authentic experiences from current and former employees at Endurance Technologies
Good client exposure and opportunity to build a strong network.
Targets are aggressive and not always realistic; commission cycles can be slow.
Good colleagues and structured HR processes.
Management can be slow to act; limited career progression for corporate HR roles at Endurance Technologies.
Great product development exposure at Endurance Technologies, supportive mentors and good R&D tools.
Salary increments are slow and sometimes below market expectations.
Hands-on work, very supportive team. Quick decision-making at the shop floor level.
Canteen options are limited.
Stable job, decent pay
Long shifts during peak seasons and transport support could be better.
