FEV is a global engineering and development provider in the automotive and mobility sector, known for powertrain and vehicle systems expertise. The company, headquartered in Aachen, Germany, offers services across engine and transmission development,...
“I enjoy the technical challenges and the variety — one week I’m working on powertrain simulation, the next I’m testing EV control strategies.” That’s a common line you will hear from engineers here. Employees often highlight meaningful projects, collaborative teams, and hands-on work as big positives. Some say you will get real ownership of tasks early on, while others mention that work can get intense during project milestones.
Not every voice is glowing. A few testimonials point out that communication between global offices can be uneven and onboarding can feel rushed for new hires. Overall, when people talk about working at FEV, they tend to emphasize technical depth, smart colleagues, and a merit-based approach — with the usual bumps that come from a fast-paced engineering environment.
Company culture at FEV is focused on engineering excellence and problem solving. You will find a pragmatic, results-oriented atmosphere where technical competence is respected. Teams are generally collaborative and you will often work alongside experienced engineers who enjoy mentoring. There is a healthy curiosity about new mobility trends, which helps keep things interesting.
That said, culture varies by location and business unit. Some offices lean more formal and structured, while others feel startup-like and experimental. Overall, the company culture at FEV balances engineering rigor with a willingness to try new technologies.
Work-life balance at FEV can be mixed depending on role and project phase. You will have predictable weeks during steady project periods, but timelines and testing windows can create spikes that demand extra hours. Many employees say the company is understanding when personal obligations arise and managers will work to accommodate flexible scheduling when possible.
If you value consistent, 9-to-5 routines, you should ask specific questions during interviews about the team’s cadence. For people who enjoy high-intensity problem solving followed by downtime, work-life balance at FEV is often manageable.
Job security is moderate and tends to reflect project pipelines and the broader automotive market. Because much of the work is client- and project-driven, there will be times of high demand and times when staffing needs are adjusted. The company generally plans resource allocation proactively, but external market shifts (e.g., supply chain issues or automotive downturns) have led to periodic reorganizations.
Employees with specialized technical skills or who can adapt to new domains will usually fare better in terms of stability. Contract roles can be less secure than permanent positions.
Leadership places emphasis on technical expertise and client delivery. Senior leaders are usually engineers by background, so decision-making often reflects technical and operational priorities. There is a focus on meeting client requirements and maintaining quality, and leaders commonly set clear, outcome-oriented expectations.
Communication from senior leadership can be variable across regions. In some locations, leaders are highly visible and accessible; in others, teams report a desire for more transparency about long-term strategy and career pathways.
Managers are generally hands-on and technically competent. Many employees praise managers who mentor and help navigate cross-functional work. Where managers excel, they advocate for their teams, support training, and shield employees from unrealistic client demands.
On the flip side, some managers are reported to be overloaded, leading to slower feedback or inconsistent support. Manager quality is a major factor in overall job satisfaction; a strong manager can make working at FEV very rewarding.
Learning and development are strengths. The company offers technical training, on-the-job learning through diverse projects, and opportunities to work with advanced tools and test rigs. There are formal programs in some locations for skill development, plus access to industry conferences and internal knowledge-sharing.
Employees who take initiative and request development plans tend to progress faster. Expect a blend of formal courses and hands-on mentoring.
Opportunities for promotions exist, particularly for engineers who demonstrate technical leadership and client impact. Career progress can follow technical expert tracks or move toward project and people leadership. Promotion timelines depend on business needs and individual performance; proactive communication with managers will help clarify expectations.
Salaries vary by country, role, and experience. Typical ranges for engineering roles might be:
Exact numbers will depend on local cost of living and market rates. Candidates should ask for a detailed compensation breakdown during interviews and compare offers regionally.
Bonuses and incentives are usually performance- and profit-related. There is often a year-end bonus or project-based incentive structure. Some roles tied directly to client delivery may have clearer bonus paths. Benefits packages can include non-cash rewards such as training allowances, recognition programs, and occasional spot bonuses.
Health and insurance benefits are standard and typically align with market expectations in each country. Employees will usually have access to health insurance, and in many regions additional offerings like dental, vision, or supplemental plans are available. The specifics depend on local HR policies, so reviewing the benefits packet for your location is important.
Employee engagement includes technical seminars, internal hack days, and team-building events. Offices often host social gatherings, celebration events for project milestones, and knowledge-sharing sessions. Engagement varies by office size; larger hubs have more frequent events, while smaller sites do them less often.
Remote work support is available but dependent on role and client needs. Many technical positions require on-site work for labs and testing, but hybrid arrangements are common for design and software roles. The company will often support remote setups with equipment and collaboration tools where feasible.
Average working hours are standard office hours with expected variation during project peaks. Typical weeks are around 40–45 hours, with extra hours during testing windows or tight deadlines. Managers usually try to balance workload to avoid chronic overtime.
Attrition is moderate and reflects project cycles. The company has experienced targeted restructures and adjustments tied to market demand, but there is no pervasive pattern of mass layoffs publicly noted. Prospective employees should evaluate current market conditions and ask about recent staffing trends during interviews.
Overall, FEV is a strong choice for engineers and technical professionals who want hands-on work, exposure to advanced automotive systems, and opportunities to develop deep technical expertise. There will be busy periods and variability across regions, but the company offers solid learning pathways, reasonable benefits, and a culture that values engineering. For those who enjoy problem solving and technical growth, working at FEV can be highly rewarding.
Read authentic experiences from current and former employees at FEV
Good client exposure
Compensation below market, frequent travel.
Flexible remote policy and mentoring program. Fast-paced, lots to learn.
Sometimes scope creep in projects
Hands-on technical projects, supportive team leads, good tooling
Salary could be more competitive
Cross-functional exposure
High pressure to deliver with limited resources; unclear career path
Good equipment and test facilities.
Long hours, bureaucracy slowed decisions. Management sometimes unclear about priorities.
Work-life balance is excellent, empathetic HR leadership.
Smaller HR team means more workload at times
