Garuda Aerospace is a drone manufacturer and UAV services provider that develops unmanned aerial systems for agriculture, surveying, mapping, and industrial inspection. The company designs and supplies multi-rotor and fixed-wing drones alongside payl...
People I spoke with who are currently working at Garuda Aerospace describe a mix of excitement and realism. They say you will find passionate teams building drones and software, and you will often hear stories of late-night problem solving when a prototype finally works. Some employees mention supportive peers and hands-on learning, while others note pressure during product launches. If you ask them about working at Garuda Aerospace, many will say it is rewarding but fast-paced.
The company culture at Garuda Aerospace is described as innovation-driven and mission-focused. Employees tend to be curious, pragmatic, and willing to roll up their sleeves. There is a sense that ideas are welcomed and tested quickly, which appeals to engineers and product folks. At the same time, the environment can feel startup-like: everyone chips in and roles sometimes overlap. For job seekers looking for company culture at Garuda Aerospace, expect energetic teams and a bias for action.
You will hear mixed feedback about work-life balance at Garuda Aerospace. Some teams manage predictable hours and even flexible schedules; others have crunch periods tied to deliveries and regulatory milestones. People say that managers try to be understanding, but you will occasionally take work home during critical phases. Overall, if you value a steady 9-to-5, this may not always match your expectations, but if you enjoy dynamic work, you will find it engaging.
There is a reasonable level of job security for core engineering and operations roles tied to long-term contracts and government projects. Contract roles and short-term projects will have less security and more fluctuation. The company has been growing and securing funding rounds, which supports continued hiring and project continuity. However, as with many hardware-focused firms, shifts in market demand and regulatory changes can influence staffing decisions.
Leadership is generally perceived as visionary, with a clear focus on scaling drone technology and regulatory compliance. Senior leaders articulate roadmaps and long-term goals, and they prioritize product reliability and customer relationships. Communication from the top is frequent during major milestones, and leaders will often be directly involved in technical debates. There is room for improvement in middle-management bandwidth and delegation as the company expands.
Managers are described as technically capable and committed, but experiences vary by team. Many managers will mentor junior engineers and provide hands-on guidance. Some employees feel that managerial support fluctuates with workload — during high-pressure phases, feedback can be less consistent. Performance reviews are present, though a few employees would like clearer criteria for evaluations and career milestones.
Learning opportunities are a strong point, especially for engineers and product teams. You will find on-the-job learning through cross-functional projects, hardware debugging, and regulatory frameworks. The company offers workshops, vendor-led training, and occasional external courses. There is room to formalize mentorship programs and defined learning paths for non-technical roles, but the environment is conducive to skill growth.
Promotions tend to be merit-based and tied to measurable project outcomes or leadership contributions. There will be opportunities for fast progression if you deliver results and take ownership of complex initiatives. However, career ladders can be informal in certain departments, which makes proactive career discussions with managers important. Employees who document achievements and seek feedback tend to advance faster.
Salary ranges vary widely by function and experience. Engineering roles will typically command mid-to-high market salaries for the region, while operations and entry-level positions are more modest. Compensation packages often include a base salary plus variable components and benefits. For specialized roles like aerodynamics or avionics, salaries will be at the higher end to attract niche talent.
Bonuses and incentives are performance-linked and may include project completion bonuses, annual performance payouts, or long-term incentives tied to company milestones. There is an emphasis on rewarding contribution to product launches and contract wins. The structure is not always uniformly applied across teams, so clarity on incentive criteria should be sought during hiring or review conversations.
Health and insurance benefits are competitive and include standard medical coverage, with options for family dependents in many cases. The company provides employee insurance and some mental health support resources. There are also provisions for workplace safety and equipment-related coverage, which is important for a hardware-centric company. Benefits may vary by employment level and country.
Employee engagement is fostered through hackathons, product demos, and team outings. Several employees appreciated informal demo days where teams showcase innovations. Town halls and Q&A sessions with leadership are regular features, helping to align teams. Social events are usually casual and aimed at building camaraderie across departments.
Remote work policies depend on role and team. Research and software teams may have flexible remote options, while manufacturing, field operations, and testing require on-site presence. The company provides necessary collaboration tools and supports hybrid setups where feasible. Remote employees will find structured communication channels and regular check-ins to stay connected.
Average working hours vary by department. Typical weekdays for office and software teams are around 9–10 hours including flexible start times. Manufacturing and field teams may have longer shifts depending on testing schedules. During product integration or regulatory deadlines, working hours can increase temporarily to meet milestones.
Attrition has been moderate, with most turnover occurring in administrative and contract roles rather than core technical teams. There have been no large-scale layoffs reported in recent major cycles, but the company has adjusted headcount in particular projects as priorities changed. Overall, turnover is largely driven by career moves, contract completions, or role mismatches.
Overall, Garuda Aerospace scores well for innovation, hands-on learning, and mission-driven work. It is a strong fit for those who enjoy fast-paced environments, technical challenges, and direct impact. Areas to watch include middle-management consistency and formal career frameworks. For job seekers searching for working at Garuda Aerospace, expect meaningful projects, solid benefits, and growth opportunities if you are proactive and adaptable.
Read authentic experiences from current and former employees at Garuda Aerospace
Hands-on projects, fast product iteration and good exposure to drone hardware. Tech leads are approachable and open to new ideas.
Compensation is below market for experienced hires. HR processes are a bit unstructured and sometimes approvals take too long.
