Kennametal is a global leader in industrial tooling and material science, serving aerospace, energy, transportation and general engineering sectors. The company designs and manufactures precision cutting tools, wear-resistant components and tooling s...
You will hear a mix of voices when asking people about working at Kennametal. Front-line operators often say they like the hands-on nature of the work and the focus on safety — “you’ll get proper training, and they care about the shop floor.” Engineers and salespeople mention meaningful projects and a stable product portfolio: “you’ll work on gear that matters to manufacturers.” Some former employees note that cross-functional collaboration can be uneven, but most describe teams as pragmatic and down-to-earth.
The company culture at Kennametal leans toward practical, results-oriented behavior. There is an emphasis on safety, quality, and manufacturing excellence. You will find a mix of long-tenured employees who value stability and newer hires pushing innovation. The phrase “company culture at Kennametal” often comes up in conversations about continuous improvement and problem solving on the plant floor. Overall, people describe culture as steady, professional, and a bit traditional.
Work-life balance at Kennametal varies by role and location. Manufacturing shifts often require set schedules and weekend coverage, so you may have less flexibility in those roles. Office and engineering positions tend to offer more predictable hours; you’ll usually be able to manage personal commitments if you communicate clearly with your manager. Remote days are sometimes available for salaried roles, but policies differ across sites.
Job security is generally considered solid, especially for skilled manufacturing and engineering roles tied to long-term customers. The company services diverse industries, which helps reduce exposure to a single sector. There are periodic restructures and site adjustments as market demand shifts; however, core technical and production roles are usually prioritized during downturns. Employees who maintain up-to-date skills and cross-train are less likely to be impacted by workforce changes.
Senior leadership places an emphasis on operational efficiency and global competitiveness. Strategic decisions often focus on cost control, portfolio rationalization, and investment in key technologies. Middle management quality varies by site; some managers are highly engaged and transparent, while others are more directive. Leadership communicates priorities, but employees sometimes want more two-way feedback and clearer long-term roadmaps.
Manager experiences at Kennametal differ by function and geography. Strong managers are praised for mentoring, clear expectations, and advocating for their teams. Areas for improvement include consistency in performance reviews and career conversations. Managers who invest in employee development tend to retain talent and receive better engagement scores. If you are considering a role, it is worthwhile to ask specific questions about your prospective manager during interviews.
There is a solid focus on training, particularly around safety, machining, and product knowledge. The company offers technical training, on-the-job mentoring, and some classroom or online courses. Professional development opportunities are better in larger sites or regional hubs. Employees who take initiative typically find chances to learn new skills, though access to formal leadership training may be limited by budget and priority.
Promotion opportunities exist, especially for those who demonstrate consistent performance, flexibility, and a willingness to cross-train. Career paths are clearer in engineering and sales functions. Progression from technician to lead roles is common where plants invest in internal talent. Advancement can be slower in smaller locations; proactive networking and visible project contributions will improve promotion chances.
Salary ranges are competitive within the manufacturing and industrial equipment sector. Entry-level production roles typically range from modest hourly wages up to market rates depending on location. Engineers commonly earn mid-range salaries for the industry, while experienced sales and technical account managers command higher compensation aligned with revenue responsibility. Manager and executive salaries reflect market benchmarks. Exact figures will vary by country, site, and role.
Bonuses and incentives are available and often tied to plant performance, individual goals, or company-wide metrics. Production roles may receive site-based incentives for meeting throughput and quality targets. Salaried employees may be eligible for annual performance bonuses. Sales roles frequently have commission or quota-based incentives. Payout consistency depends on company performance and local plan design.
Health and insurance benefits are generally comprehensive for full-time employees. Typical offerings include medical, dental, and vision coverage, along with basic life and disability insurance. Benefit packages vary by country and tenure, and supplemental plans may be available. Employees report that the benefits are on par with similar manufacturing employers.
Local employee engagement tends to be practical and team-focused: safety days, plant celebrations for milestones, and occasional town halls. Larger corporate events occur less frequently. Some sites have volunteer activities and recognition programs that foster camaraderie. Engagement levels are influenced by manager involvement and the degree of local autonomy.
Remote work support is available in certain roles, primarily office-based, engineering, and corporate functions. The company provides the basic tools for remote productivity, such as laptop support and collaboration software. Remote policies are determined regionally, and hybrid arrangements are more common than fully remote positions. Remote work is less applicable to production and field service roles.
Average working hours vary by role: manufacturing shifts are typically structured (8-12 hours depending on rotation), and salaried roles commonly operate during standard business hours with occasional extended periods. Overtime is more common in production when demand spikes. Expect predictable schedules in production and more variable hours in project-driven or sales roles.
Attrition is moderate and tends to fluctuate with market cycles. The company has undertaken targeted restructuring at times to align operations with demand and cost structures. Layoffs have occurred in specific markets or sites during downturns, but broad company-wide layoffs are not a consistent pattern. Keeping skills current and being adaptable reduces individual risk.
Overall, this is a solid employer for those seeking stable work in manufacturing, engineering, or technical sales. Strengths include a focus on safety, technical training, and a tangible product portfolio. Areas to watch include variability in management quality and differences in local policies for remote work and promotions. On balance, the company is a reliable place to build a career if you value technical craftsmanship and operational stability. Final rating: 3.8 out of 5.
Read authentic experiences from current and former employees at Kennametal
Good exposure to enterprise tools and cloud migration projects. Friendly teammates.
Contract pay was lower than market and contract renewal was uncertain. Onboarding was rushed.
Great technical challenges, supportive leadership, lots of training programs. I’ve been able to grow my skills in embedded systems and tooling.
Sometimes bureaucracy slows decisions. Office parking can get crowded on busy days.
Strong product portfolio and loyal customer base. Good commission structure and clear targets.
Territory changes can be abrupt. Travel can be heavy during peak quarters.
Hands-on work, steady processes, and decent safety programs in the plant.
Overtime expectations increase during some quarters and skill-based pay raises are slow.
Flexible hours and clear policies around annual leave. HR team is collaborative and supportive.
Headcount approvals take a long time and sometimes recruitment budgets are tight.
Good engineering culture and continuous improvement mindset. Access to modern machining tools and training.
Promotion cycles can be slow and some decisions are centralized at global HQ.
