Kores is a consumer goods and stationery brand known for adhesives, writing instruments, correction products and office supplies sold across retail and institutional channels. The company develops formulas and product lines for students, artists and ...
"I enjoy the camaraderie here — people look out for one another and there is a real pride in the product." That is a common refrain from current and former staff. You will hear employees praise friendly teammates, approachable peers, and hands-on learning on the factory floor or in sales roles. A few people say you will need patience with processes that sometimes feel old-school, but many add that the steady pace and clear expectations make everyday work comfortable. If you are looking for candid perspectives on working at Kores, expect stories about reliable teams, occasional bureaucratic slowdowns, and managers who care about individual growth.
The company culture at Kores blends traditional values with an earnest desire to modernize. There is an emphasis on craftsmanship and consistency, and you will find teams that celebrate small wins and product milestones. Hiring and onboarding tend to be practical and role-focused, so you will learn by doing. Diversity varies by location, but locally driven teams often reflect their communities. Overall, the company culture at Kores is supportive, steady, and oriented toward long-term relationships rather than fast-paced disruption.
Work-life balance at Kores is generally reasonable. Many employees report predictable schedules and the ability to plan personal time. During peak seasons or product launches, you will have to put in extra hours, but these periods are usually finite and communicated in advance. Remote and flexible-hours options are improving in some departments, which helps caregivers and those managing life commitments. If work-life balance at Kores matters most to you, seek roles that already offer hybrid arrangements or discuss flexibility during interviews.
Job security is a strong point for many employees. There is a stable client base and steady demand for core products, which translates into predictable employment for most roles. There are occasional restructuring initiatives tied to market shifts or efficiency drives; however, these are typically localized and accompanied by internal transfers or reskilling options. The company places value on retaining experienced staff, and performance-consistent employees will generally find continuity of employment.
Leadership presents as experienced and pragmatic. Senior teams emphasize operational stability and measured growth. Communication from the top tends to be structured and formal, with periodic town halls and structured updates. Decision-making can be hierarchical, which some employees appreciate for clarity, while others would prefer faster, more participatory processes. Overall, leadership is focused on steady returns and protecting the legacy business, with incremental modernization initiatives.
Managers are often praised for being approachable and task-oriented. They tend to set clear expectations and provide hands-on guidance for day-to-day work. Constructive feedback is common, and many managers invest time in coaching team members. Where managers receive criticism, it is usually about limited delegation or slow decision-making. On balance, managers are committed to employee well-being and operational results.
Learning and development opportunities are available, though they vary by function and location. There are on-the-job training programs, role-specific workshops, and occasional external certifications supported by the company. Formal L&D budgets exist but are not uniformly applied; proactive employees who request development plans and show commitment often receive meaningful support. The company is gradually expanding structured training to support digital and sales capabilities.
Promotion pathways exist but are often incremental and performance-driven. Employees who demonstrate reliability, cross-functional cooperation, and measurable impact typically see advancement. Career ladders are clearer in corporate and sales roles, while technical and manufacturing tracks can be less formal. Patience and consistent performance are useful; promotions may take longer than in high-growth startups but tend to reward loyalty and steady results.
Salaries vary by location, role, and experience. As general estimates (globalized, in USD), entry-level administrative or shop-floor roles might range from 4,000 to 12,000 annually; mid-level specialist or sales roles typically range from 12,000 to 35,000; senior and technical roles often range from 35,000 to 70,000; and leadership positions can exceed 70,000 depending on scope and region. These are rough figures and may differ significantly by country, local market, and benefits packages.
Bonus structures are present and usually tied to performance metrics or sales targets. Incentive schemes for sales, distribution, and key account roles are more aggressive, with clear commission plans. Production and support staff may receive annual bonuses linked to company performance or attendance. Overall, there is a mix of guaranteed compensation and variable pay that rewards measurable results.
Health and insurance benefits are standard and competitive within the industry where the company operates. Medical insurance, basic life cover, and statutory contributions are common. Larger offices or regional hubs may offer more comprehensive plans, including family coverage or wellness initiatives. Coverage levels will depend on employment grade and local statutory norms.
Employee engagement is active at the local level. Teams organize festivals, product launches, and annual days that mix recognition with social time. Smaller, informal gatherings and team lunches are common and help strengthen bonds. Engagement initiatives are often grassroots-driven, with leadership supporting larger events and recognition programs.
Remote work support is improving but uneven across departments. Corporate and sales teams are more likely to have hybrid or remote-friendly policies, with provisions for laptops and connectivity stipends where needed. Manufacturing and distribution roles require on-site presence, so remote options are limited. The company is experimenting with more flexible models where role-appropriate.
Average working hours are standard for the industry: about 40 to 45 hours per week for most corporate roles. Shift-based and manufacturing roles will have specific schedules and occasional overtime. During busy periods, hours can extend temporarily, but overtime is typically compensated or adjusted with time-off.
Attrition is moderate and often tied to local labor markets. The company does not have a widely publicized history of mass layoffs; staff departures are usually voluntary or linked to localized reorganizations. When reductions have occurred, they were typically managed with internal redeployment or notice periods in line with statutory requirements.
Overall, this is a stable employer with a pragmatic culture and solid benefits for those seeking reliability over rapid disruption. You will find a supportive daily environment, fair compensation structures, and opportunities to grow with patience and performance. If you value steady work, a team-oriented atmosphere, and dependable leadership, this company will likely be a good fit. For those seeking fast-track promotions or fully remote roles across the board, expectations should be tempered.
Read authentic experiences from current and former employees at Kores
Strong legacy brand, good exposure to trade marketing and product launches. Supportive manager, creative freedom on campaigns, and clear processes for cross-team work. Reasonable work-life balance in the corporate office.
Compensation growth is slower than market and annual appraisal cycles are conservative. Decision making can be a bit slow due to multiple stakeholders.
Good job stability and steady workload in the factory. Management focuses on safety improvements and there are on-the-job training opportunities. Clear SOPs and a friendly shift team.
Limited upward mobility in the plant unless you move to HQ. Overtime can be frequent during high demand months and the pay hikes are modest.
