Forbes Marshall is an engineering firm headquartered in Pune that specializes in steam engineering, energy efficiency, process control, and instrumentation for industrial clients. The company supplies steam systems, flow control valves, boiler house ...
People who have worked here often speak warmly about the practical experience they gained. You’ll hear comments like “hands-on exposure to engineering challenges” and “supportive peers during project delivery.” Several employees say they felt trusted early on and were given ownership of meaningful tasks. Some mention slower decision cycles in larger teams, but most testimonials highlight mentorship from seasoned engineers and long-term coworkers. If you are looking for a place where you can learn by doing, working at Forbes Marshall often comes up as a reasoned choice.
The company culture at Forbes Marshall blends traditional engineering discipline with pockets of innovation. Teams tend to be detail-oriented and quality-focused, with a respect for process and safety. There is a strong emphasis on long-term relationships—both with clients and staff. Socially, departments have close-knit vibes; working lunches, small celebrations, and technical knowledge-sharing are common. For job seekers, the company culture at Forbes Marshall is often described as stable, respectful, and professional, with room to build a steady career rather than chase rapid startup-style disruption.
Work-life balance at Forbes Marshall is generally positive compared to many engineering firms. Many staff report predictable working hours and minimal weekend expectations outside of project deadlines. There are seasons—project deliveries or commissioning phases—when hours can extend, but these are usually temporary. People appreciate the ability to plan personal time and the company’s willingness to accommodate urgent family needs. If you value a reasonable balance, work-life balance at Forbes Marshall is often cited as a strength.
There is a perception of solid job security. The company has a longstanding presence in its industry and typically experiences steady demand for its products and services. While no employer is immune to market cycles, employees report that layoffs are rare and that the company prefers redeployment and internal transfers over redundancies. You will find that the organization prioritizes retention and invests in employees who can adapt to different roles.
Leadership tends to be experienced and technically competent. Senior leaders often rise from engineering and operations backgrounds, which helps them understand frontline challenges. Management style is a mix of hands-on guidance and adherence to established processes. Communication from the top is generally clear on business priorities, though some employees wish for faster decisions and more open strategic discussions. Overall, leadership is seen as steady and focused on sustainable growth.
Direct managers receive mostly positive reviews for being accessible and supportive. Several employees highlight managers who mentor, provide constructive feedback, and create clear development plans. Issues raised by some staff include variability in managerial approach between departments—some managers are very empowering, while others maintain a stricter, process-driven style. In general, managers are viewed as competent and invested in employee success.
Learning and development are good and practical. There are internal training programs, technical workshops, and opportunities to learn on the job. The company supports certifications and occasional external courses, especially those tied to business needs. New hires often benefit from structured onboarding and mentorship. If you are looking to build domain expertise in engineering, instrumentation, or controls, the learning environment is supportive and aligned with career progression.
Promotion paths are steady and merit-based, though not always rapid. Employees who consistently deliver and broaden their skills tend to move up within their function. Formal promotion cycles exist, and internal role openings are often filled from within. Those who want faster promotions might find growth slower than in high-growth startups, but those who prioritize stability and well-defined career ladders will find opportunities.
Salaries are competitive for the manufacturing and engineering sector. Entry-level engineers can expect moderate starting packages, mid-level professionals see reasonable increments with experience, and senior technical or managerial roles command comfortable compensation. Exact figures vary by location and role; generally, the pay is aligned with market standards for industrial engineering firms and often comes with the reassurance of timely payroll and structured hikes.
Bonuses and incentives are present and usually tied to company performance and individual appraisals. There are periodic performance bonuses, festival bonuses, and incentives for project milestones. The bonus structure is transparent for many employees, though some feel the variable component could be more substantial. Overall, the incentive programs are fair and add to the total compensation mix.
Health and insurance benefits are comprehensive and a notable plus. Employees report good medical coverage for themselves and family members, with sensible policies for hospitalization and outpatient care. Additional perks sometimes include wellness programs and periodic health check-ups. Benefits are often better than the small-business average and contribute to overall employee satisfaction.
Engagement initiatives range from technical seminars to family-friendly events and occasional offsites. Departments organize small celebrations for festivals and milestones, and the company occasionally hosts town-hall meetings. These activities foster camaraderie and provide chances to network across functions. Engagement feels genuine rather than perfunctory, which employees appreciate.
Remote work support exists but is role-dependent. Office-based manufacturing and field teams naturally require on-site presence, while some design, sales, and corporate functions have adopted flexible arrangements. The company adapted reasonably well to remote needs during recent global events, providing tools and reasonable allowances for remote work where possible. Expect a hybrid approach based on job function.
Typical working hours are standard for the industry—roughly 8 to 9 hours a day for office roles, with some variability during project peaks. Field work and commissioning can demand longer, irregular hours. Most employees report that extended hours are the exception rather than the norm.
Attrition is relatively low compared to fast-paced industries. The company’s history shows few large-scale layoffs and more instances of internal redeployment during downturns. Employees tend to stay for longer tenures, which reflects satisfaction with job security and culture. Overall, the company has a conservative approach to workforce changes.
Overall, the company rates well for professionals seeking steady growth, strong domain learning, and a respectful workplace. The balance of structured leadership, practical learning opportunities, and reliable benefits makes it a solid employer in the industrial engineering space. Those prioritizing rapid career acceleration or startup-style perks may find the pace measured, but for long-term stability and skill development, the company represents a dependable choice.
Read authentic experiences from current and former employees at Forbes Marshall
Supportive managers, clear career paths, strong focus on learning and new technologies.
Inter-department coordination can be slow at times.
Good brand reputation and product range.
Targets can get aggressive during year-end and the role involves heavy travel which can be tiring.
Hands-on learning, friendly shopfloor team.
Low stipend and long shift hours. Limited visibility on quick promotions during the trainee period; felt like progression was slower than expected.
