IDA Automation operates in the industrial automation and engineering sector, delivering control systems, robotics integration, and process optimization solutions for manufacturing and industrial clients. The company’s services encompass system design...
Employees often describe day-to-day life here in straightforward terms. Junior engineers say they learn quickly and are given real responsibilities early on — “you will get hands-on work from week one,” one junior developer recalled. Manufacturing technicians appreciate predictable shift patterns and clear SOPs, though some note that processes can feel rigid at times. Sales and business development staff enjoy the autonomy to pursue leads but mention that targets can be aggressive during quarter-end pushes. Overall, you will hear a mix of enthusiasm and practical critique from people who work here.
The company culture at IDA Automation leans toward being practical and results-driven. Teams are mission-focused, and there is an emphasis on doing things that move projects forward rather than endless meetings. People tend to be helpful and collaborative within teams, though cross-department communication can sometimes be siloed. There is pride in building reliable automation solutions, and that pride comes through in day-to-day interactions. If you search for company culture at IDA Automation, you will find employees praising the technical competence and the problem-solving mindset.
Work-life balance at IDA Automation varies by role. Many office roles report a reasonable balance and flexibility, saying that managers respect personal time when schedules are planned in advance. However, engineering and field service roles can require longer hours during project installations or product launches — you may need to be onsite or available outside normal hours. For people who value predictability, planning is key. Overall, work-life balance at IDA Automation is fair for many, but occasional spikes in workload are normal.
There is a stable market demand for automation expertise, and positions that support core product delivery are generally secure. Employment stability tends to be stronger in engineering, manufacturing, and long-term customer-support roles. There can be more variability in sales and project-based positions that depend on contract cycles. Career continuity is often tied to performance and adaptability to different projects.
Senior leadership tends to be technically credible and focused on product quality and market growth. Management communicates clear business goals and prioritizes investments that strengthen the product roadmap. Decision-making can be top-down during tight timelines, but managers usually explain the rationale behind major choices. Where leadership could improve is in broader employee-facing communication and in creating more consistent feedback loops across departments.
Managers are generally regarded as competent and supportive of career development. Direct supervisors often take an active role in mentorship and on-the-job coaching. Some managers are excellent at project planning and resource allocation; others are stronger technically than in people management. Performance reviews exist and are used to guide promotions, but the consistency of feedback and follow-up actions varies by team.
The company supports learning with on-the-job training, product workshops, and occasional external training allowances. New hires receive role-specific onboarding that covers processes and tools. For technical staff, there are solid opportunities to learn hands-on hardware, software, and systems integration skills. Access to formal courses and certifications depends on budget and the team manager’s priorities. Overall, employees who take initiative will find many chances to grow.
Promotion paths are available and often tied to demonstrated impact and cross-functional contributions. Technical tracks and managerial tracks exist, so progression is possible without moving into formal people management. Time-to-promotion varies, with some employees moving up within 18–24 months and others taking longer. Clearer, documented promotion criteria would help standardize advancement across teams.
Salaries are competitive within the industrial automation niche but vary by geography and function. Typical ranges (approximate):
Bonuses are generally performance-based. There are project completion bonuses, sales commissions, and year-end discretionary bonuses tied to company performance. Incentives vary by role: sales staff have clearer commission structures, while engineers may receive spot bonuses or profit-sharing contributions. The bonus process is transparent in some teams but can feel ad hoc in others.
Health benefits typically include medical, dental, and vision plans with employer contributions. There are options for family coverage and basic disability insurance. Benefits packages are standard for the industry and are often cited as a positive by employees, though specific plan details vary by country and employment level.
The company runs team-building activities, quarterly town halls, and occasional offsites. Smaller teams organize technical lunch-and-learns and social meetups. Engagement is strongest at the team level; company-wide events are useful but not overly frequent. Employees appreciate the opportunities to connect, especially after intense project periods.
Remote work is supported in many office-based roles through a hybrid approach. The company provides collaboration tools, VPN access, and flexible scheduling for eligible positions. Field service and manufacturing roles require onsite presence. For those in hybrid roles, remote work policies are pragmatic and focused on delivering results rather than micromanaging hours.
Typical office roles average around 40 hours per week. Engineering, installation, and customer-support roles may average 45–50 hours during busy periods or deployments. Overtime is usually compensated or offset with time off, depending on local policies and role classifications.
Attrition rates are modest and align with industry averages. There have been occasional role restructurings tied to project cycles or market shifts, but widespread layoffs are not a common pattern. Employee retention is stronger in teams with clear career paths and steady project flow.
Overall, this company is a solid choice for professionals interested in automation and systems integration. Strengths include technical work, hands-on learning, and competitive benefits. Areas for improvement are cross-team communication, standardized promotion criteria, and more consistent bonus transparency. On a five-point scale, a reasonable overall rating would be 3.8 out of 5, reflecting a company that offers strong professional experience with room to refine people processes and long-term career clarity.
Read authentic experiences from current and former employees at IDA Automation
Small team, fast decisions at IDA Automation. Supportive manager who gives ownership, and plenty of hands-on learning with modern automation tools. Hybrid policy makes it easy to balance on-site testing and remote work.
Compensation is average compared to market; formal career progression could be clearer.
