Geodis Overseas is a logistics and freight forwarding operation within the Geodis global group, offering international shipping, customs clearance, warehousing and end-to-end supply chain solutions. The company focuses on ocean freight, air freight, ...
"I joined the operations team with little logistics experience and they helped me ramp up quickly. The onboarding could be smoother, but my teammates are patient and always ready to answer questions," says one logistics coordinator. Another employee adds, "You will find pockets of friendly people who genuinely care about your growth." Overall, testimonials are mixed but lean positive — people enjoy the hands-on work and peer support. If you are evaluating working at Geodis Overseas, expect helpful colleagues and a practical learning environment.
The company culture at Geodis Overseas feels pragmatic and service-oriented. Teams focus on meeting client deadlines and solving day-to-day operational problems. There is a metric-driven mindset, yet many people describe the environment as collaborative rather than cutthroat. Company culture at Geodis Overseas encourages reliability and teamwork, and you will often see cross-functional collaboration when shipments or client issues demand it.
Work-life balance at Geodis Overseas varies by role and location. In office-based coordination and admin roles, you will usually keep standard hours and enjoy predictable schedules. In customer-facing or operations roles, there are occasional evenings or weekend demands during peak seasons. Many employees say the company tries to be flexible when you need time off, but there are periods where workload spikes. Overall, you can have a reasonable personal life if you communicate with your manager and plan around busy windows.
Job security is reasonable for core operations and client-facing roles that support long-term contracts. There are periods of restructuring tied to market demand; however, critical logistics functions tend to be maintained. There is lower security in roles that are tied to temporary projects or in markets with thin margins. The best way to maintain stability is to develop multi-skilled expertise that supports several parts of the operation.
Leadership presents a clear focus on efficiency, client satisfaction, and operational delivery. Senior management communicates strategic priorities, though mid-level follow-through can be uneven across regions. There is an emphasis on targets and continuous improvement, and leaders will expect accountability. Leadership invests in processes and technology improvements, but you should be prepared for occasional bureaucracy in decision-making.
Managers generally score well on approachability and hands-on support. Many employees report that direct supervisors are accessible and willing to coach during daily operations. Some managers are very results-driven and can be less patient with repeated mistakes, while others prioritize staff development. If you are picking a team, ask about the manager’s leadership style; manager quality can significantly affect the day-to-day experience.
There are formal and informal learning opportunities. You will find on-the-job training, internal workshops, and access to industry-specific systems training. The company supports certifications relevant to freight forwarding and customs processes in some regions. Investment in structured development varies by office size, so larger centers often have more polished L&D programs. Overall, continuous learning is encouraged, especially for those who want to move into supervisory roles.
Promotion opportunities exist, particularly for high performers in operational hubs. Career paths are clearer in larger sites where multiple tiers of roles are available. Advancement can be slower in smaller offices, and some employees report that progression requires demonstrating cross-functional capability. If you are proactive about seeking stretch assignments and visible results, you will likely improve your chances.
Salaries are competitive within the logistics industry but vary widely by geography and function. Entry-level coordinators receive market-rate pay for administrative logistics roles, while specialized positions such as customs specialists and senior operations managers command higher salaries. Compensation tends to align with the company’s emphasis on performance and client delivery. Expect transparent salary bands in some regions and more negotiation-based pay in others.
There are performance-related bonuses and incentive schemes tied to team and individual targets. Incentives are more common in commercial and sales roles, but operations teams may receive recognition-based rewards during peak periods. Bonus structures are typically objective-driven, and payout is tied to hitting measurable KPIs. The clarity and generosity of these schemes vary by office.
Health and insurance benefits are standard for a mid-to-large logistics company. Core medical coverage, basic life insurance, and accident protection are commonly offered in many locations. Benefits packages differ by country and local labor laws, with some regions providing more comprehensive health plans and wellness programs. Human resources is usually able to explain specific benefits during the hiring process.
Employee engagement takes place through team meetings, recognition awards, and occasional social events. Larger offices host annual gatherings or team-building days, while smaller sites focus on local celebrations or client-related events. The company makes an effort to keep staff informed through newsletters and regular town halls, though engagement intensity depends on local leadership.
Remote work support exists but is role-dependent. Administrative and planning roles with digital workflows can operate remotely or in hybrid arrangements in some regions. Operations and warehouse roles require on-site presence. The company has been expanding flexible work options where possible and provides the necessary tools for remote collaboration in offices that permit it.
Average working hours tend to fall within a standard 40- to 45-hour workweek for office roles. Operations and customer-facing jobs can require extended hours during shipment peaks or when dealing with international time zones. Overtime is sometimes compensated or offset with time-off in lieu, depending on local policies. Expect some variability depending on seasonality.
Attrition is moderate and often correlates with market cycles. There have been occasional restructuring events in line with strategic shifts or downturns in freight volumes. Layoffs are not constant but can occur during major industry contractions. On the positive side, the company often prioritizes redeployment of staff into other roles when feasible.
Overall, this is a solid employer for people who want practical logistics experience, team-oriented culture, and clear operational focus. For candidates researching company culture at Geodis Overseas or exploring working at Geodis Overseas, this firm offers steady career paths, reasonable benefits, and opportunities to learn. It may not be the perfect fit for those seeking minimal bureaucracy or guaranteed rapid promotion, but it will suit individuals who value stability, hands-on work, and collaborative teams. Final rating: reliable, growth-friendly, and pragmatic — a good choice for many logistics professionals.
Read authentic experiences from current and former employees at Geodis Overseas
Supportive team, lots of exposure to international shipments and customs, learning on the job.
Compensation lags market; long hours during peak season.
Structured processes and regular training opportunities.
Micromanagement from senior leads, slow career progression and raises are very small. HR takes time to respond to concerns and workloads spike during audits without extra help.
