Gilbarco Veeder-Root is a leading global supplier in the fueling and convenience retail technology industry, specializing in fuel dispensers, payment systems, forecourt solutions and tank monitoring equipment. Headquartered in Greensboro, North Carol...
People I spoke with and reviews I read paint a mixed but honest picture. Many front-line and engineering employees say they enjoy the technical challenges and the chance to work on real products that matter to customers. You will hear comments like, “I learned a lot in my first year” and “the team is friendly and supportive.” Some staff mention frustrating legacy systems and occasional communication gaps between sites, but overall employees tend to stay for the work itself and the coworkers they like.
The company culture at Gilbarco Veeder Root is practical and engineering-driven. You will find teams that value problem solving, reliability, and steady improvement. There is a focus on product quality and customer reliability, which shows in daily routines and priorities. At larger locations the vibe can feel corporate; at smaller facilities it is closer to a tight-knit shop. If you value clear expectations and mission-focused work, the company culture at Gilbarco Veeder Root will likely fit well.
Conversations about work-life balance at Gilbarco Veeder Root are generally positive. Many employees say that workload is manageable most of the year and that managers allow flexible scheduling when needed. You will encounter busy periods, especially around product launches, audits, or major service rollouts, but these are usually episodic. For those who need predictable hours, the stability of many roles makes work-life balance at Gilbarco Veeder Root achievable.
There is reasonable job security for many roles, especially in manufacturing, service, and long-standing technical positions. The company serves essential markets, which tends to protect core business lines from rapid volatility. There have been restructurings in the past, but these were usually targeted and accompanied by internal communications. Employees with specialized skills or strong performance histories will generally find their positions stable.
Leadership is pragmatic and focused on operational stability. Senior leaders emphasize reliability and customer satisfaction, and they set measurable goals. There are occasional disconnects between corporate strategy and local execution, but leaders often respond to feedback and adjust priorities. Communication from the top is improving over time, with more frequent updates and clearer performance expectations.
Manager quality varies by location and team. Many managers are described as supportive, technically competent, and willing to advocate for their teams. Where problems arise, they tend to be related to workload distribution or unclear priorities rather than interpersonal issues. Feedback loops exist, and good managers use them; however, some employees report that underperforming managers are slower to be coached out compared to more dynamic companies.
There are solid learning and development programs, particularly around product training, safety, compliance, and technical certifications. The company invests in upskilling for roles that directly impact product performance and service. Formal career development plans are available for many employees, and there are opportunities to attend conferences and external training when budgets allow. New hires will find structured onboarding that covers safety and product basics.
Promotional paths are present but can be gradual. Growth is often tied to tenure and demonstrated impact on projects. Technical ladders and leadership tracks exist, so there are clear paths for specialists and managers. However, rapid promotion is less common; those seeking fast upward mobility might find the pace slower than in high-growth tech startups.
Compensation is competitive within the industrial and manufacturing segment. Salaries mirror experience, location, and role complexity. Entry-level technician roles are typically at market rates for similar industries, while engineering and product roles are mid-market to slightly above in regions with high demand. Total compensation will vary by geography and business unit.
Bonus structures are generally tied to company or business-unit performance and individual goals. There are both annual incentives and occasional spot bonuses for exceptional work. Sales and service roles often have commission or bonus elements that reward performance. Incentive programs are clear in most cases, though payout levels will depend on company results.
Health benefits are comprehensive and include medical, dental, and vision plans with multiple coverage tiers. There are typically employer contributions to premiums and options for health savings accounts or flexible spending. Benefits also include basic life insurance and disability coverage. Employees report benefits as a meaningful part of total compensation.
Engagement activities are practical and team-focused. Employees will see plant-level or office events, safety days, product showcases, and occasional company-wide town halls. There is an emphasis on recognition for service milestones and safety achievements. Social events exist but are often lower-key than in consumer tech firms.
Remote work support is role-dependent. Many corporate, sales, and some engineering positions offer hybrid or fully remote options, supported by collaboration tools and flexible schedules. Manufacturing and field service roles require onsite presence. The company has been expanding remote policies in response to employee requests and practical needs.
Average working hours tend to be standard full-time schedules: roughly 40 hours per week. Certain roles, such as field service and product launch teams, may have extended hours during peak periods. Overtime is typically compensated or managed through time-off arrangements in line with local policies.
Attrition is moderate and mirrors the broader industrial sector. There have been selective restructures historically, but there is not a pattern of large, frequent layoffs. Turnover is usually higher in entry-level roles and lower in specialized technical positions. The company appears to manage workforce changes with targeted adjustments rather than wholesale reductions.
Overall, this is a solid employer for people who value stable work, practical engineering challenges, and a mission-driven product lineup. The company culture at Gilbarco Veeder Root supports steady career development and reasonable work-life balance. If you are looking for a place where you will learn, contribute to dependable products, and work with experienced teams, working at Gilbarco Veeder Root is worth considering. For those prioritizing fast promotion or startup-style perks, the environment may feel more traditional than dynamic.
Read authentic experiences from current and former employees at Gilbarco Veeder Root
Supportive manager, excellent autonomy and modern tech stack.
Product roadmap sometimes changes late in the cycle.
Great mentorship and lots of hands-on prototyping opportunities.
Processes can be bureaucratic and slow down experiments.
Flexible hybrid days, good benefits.
Limited career progression in HR and inconsistent communication from senior leadership.
Hands-on work, good customer interaction.
A lot of travel and paperwork.
Strong product portfolio and supportive regional leadership.
Comp plans were adjusted mid-year which impacted earnings for some reps.
Stable schedule and decent benefits.
Work can be repetitive and there aren't many internal advancement opportunities.
