HMD Global is a mobile phone company headquartered in Espoo, Finland, that designs and markets Nokia-branded smartphones and feature phones under a licensing agreement with Nokia. The company focuses on dependable hardware, clean Android software exp...
“I joined because the product felt genuine and the people were passionate. You’ll find clever engineers and friendly product people who genuinely want to ship something meaningful.” That’s a common line you’ll hear. Employees often mention supportive teammates, clear product focus, and a hands-on atmosphere. A few say onboarding could be smoother and processes more consistent across teams, but most point to lots of peer mentoring and an open-door vibe when you need help.
The company culture is pragmatic and product-focused. Teams tend to value craftsmanship and delivering on promises rather than flashy presentations. There is an emphasis on collaboration — cross-functional squads are common — and people take pride in solving technical problems. If you search for company culture at HMD Global-like descriptions, expect a mix of startup energy with some corporate structure: informal day-to-day interactions, but with increasing process discipline as the business scales.
Work-life balance varies by role. Many employees say they can keep regular hours and take personal time when needed, especially in non-customer-facing functions. That said, during product launches or big bug fixes you may have to put in extra hours. Overall, people describe work-life balance at HMD Global as reasonable: manageable most weeks, intense in sprints.
Job security is generally stable for core product and engineering teams. The company has shifted focus over time to optimize product lines and partnerships; this has led to reorganizations in the past but not constant churn. You will find that roles tied closely to strategic initiatives get more long-term protection, while positions in peripheral projects can be reassessed during strategy refocus.
Leadership comes across as accessible and product-oriented. Senior leaders communicate strategy with a clear focus on product-market fit and partnerships. They are open to feedback and often visible in team meetings. Management is working to standardize processes and improve transparency as the company grows, which many employees view positively. At times, decision speed can slow when cross-functional alignment is required.
Direct managers are frequently praised for being supportive and hands-on. Managers who rise from technical ranks tend to be especially well-regarded for mentoring and career guidance. A few reviews mention variability: some managers excel at people development, while others focus more on delivery metrics. Overall, managers lean toward being approachable and invested in team success.
Learning and development opportunities exist but are mixed. There are budgeted training programs, occasional external courses, and internal tech talks. Many people learn on the job through cross-team collaboration and mentoring. If you are proactive about seeking training, you will find resources and supportive managers. Formal L&D programs are improving but still catching up with rapid growth.
Promotion paths are defined, especially in engineering and product roles, though timelines can vary. High performers who take ownership and demonstrate cross-functional impact tend to move up faster. The company promotes a meritocratic approach, but employees advise documenting achievements and communicating career goals clearly to managers to speed up progression.
Salaries are competitive within the mid-market segment of the industry. Junior roles start at market entry levels, mid-level positions are comfortably competitive, and senior roles are compensated in line with regional benchmarks. Exact numbers depend on location and role; compensation packages often balance base pay with other benefits rather than relying solely on high base salaries.
There are performance bonuses and incentive structures tied to individual and company targets. Bonus schemes are generally straightforward and paid annually or quarterly depending on function. Some teams also have product or project-based incentives. Payouts are fair when targets are met, though some employees note that clarity around metrics could be improved.
Health coverage and insurance benefits are standard and meet local norms. Medical insurance, dental coverage in some regions, and basic life insurance are part of the package. The company also offers wellbeing support programs in certain locations. Benefits are reasonable for the market segment, with occasional regional variability.
Engagement is fostered through regular all-hands, team offsites, hackathons, and social events. Internal communities — like tech clubs and interest groups — are active and well-supported. Events are often well-received and help build cross-team relationships. Remote-friendly events and recorded sessions help distributed staff stay connected.
Remote work is supported with flexible policies that vary by role and location. Many teams operate hybrid models, and remote employees receive equipment stipends and collaboration tools. Communication norms exist to keep remote staff included, but some teams are more remote-friendly than others. Overall, remote work support is adequate and improving.
Average working hours land around a standard full-time week, with many employees keeping to ~40 hours. During launches or tight deadlines, expect occasional evenings or weekend work. Teams try to manage sprint pacing to avoid burnout, and time-off is generally respected.
Attrition is moderate and reflects the typical ebb and flow of a scaling tech company. There have been periods of reorganization and some layoffs when strategic shifts occurred. These events were not chronic but served as reminders that certain roles may be more exposed during pivots. Employees see these as part of broader industry realities rather than constant instability.
Overall, the company scores well as a place to grow your career, especially if you value product focus, collaborative teams, and hands-on work. Leadership is accessible and there are clear paths for advancement for motivated employees. Job security and benefits are stable for core functions, though peripheral roles can be affected during strategic changes. If you are looking for a pragmatic, mission-driven workplace with room to learn, this company is worth considering.
Read authentic experiences from current and former employees at HMD Global
Hands-on testing with real hardware, exposure to end-to-end product validation and learning about supply chain constraints. Good peer support in the test lab.
Frequent night shifts during launches, low overtime compensation, and sometimes unclear communication from senior management.
Great team culture, interesting work on Android and hardware integration, flexible hours and good remote days. Clear product vision and modern tooling.
Compensation is below big tech benchmarks and sometimes releases mean tight sprints with long hours.
Strong product portfolio (Nokia-branded phones) and good relationships with partners. Variable pay and incentives are motivating, lots of field exposure and learning.
Slow internal decision-making, limited upward mobility in the regional team, and processes can be bureaucratic at times.
