ONKAR DIES is a precision tool and die manufacturing firm serving industrial and automotive sectors with custom stamping dies, molds, jigs, and fixture solutions. Operating in manufacturing and engineering, the company focuses on high-tolerance tooli...
"I joined as a junior technician two years ago and felt welcomed from day one. The shop floor team is tight-knit and they helped me pick up practical skills quickly."
"Design and engineering teams work hard but they laugh a lot too — it makes long projects bearable."
"If you are hands-on and like a straightforward environment, you will enjoy working here. The managers care about output and safety, and they will listen when you bring up a real problem."
These voices reflect common themes you will hear when asking employees about working at ONKAR DIES: practical learning, friendly coworkers, and a focus on getting things done. People share both pride in workmanship and occasional frustration with process slowdowns.
The company culture at ONKAR DIES blends old-school manufacturing pride with gradual modernization. There is a strong emphasis on craftsmanship and meeting delivery deadlines, and teams celebrate successful deliveries. Informal mentorship is common — experienced operators and engineers often take newer hires under their wing.
At the same time, there is room to modernize processes. Some employees describe a culture that values tried-and-true methods, and change can be slow. Overall, the environment is pragmatic: results matter, safety is non-negotiable, and personal relationships shape day-to-day interactions.
Work-life balance at ONKAR DIES varies by role. Shop floor roles can include rotating shifts and weekend work during busy runs, so you may have weeks with longer hours. Office and engineering roles tend to have more regular hours and predictable schedules.
If you value a steady routine, you will likely find it in design or admin roles. If you prefer clear boundaries between work and personal life, it helps to discuss expectations during hiring so you know what shift patterns or peak-season overtime to expect. Overall, people say the company is reasonable about time-off requests when given notice.
Job security is generally stable. The company works with long-term contracts and repeat business from clients, which helps maintain a steady flow of work. There are occasional slow periods tied to client demand or market cycles; during those times, management tends to prioritize redeployment and internal solutions before layoffs. Employees with specialized skills in die-making and CAD have particularly strong job security because their skills are harder to replace.
Leadership is pragmatic and focused on meeting client commitments. Management is usually accessible; supervisors on the floor are hands-on and involved in problem-solving. Strategic-level management communicates goals but can be less visible in daily operations. Decision-making can be centralized, which sometimes slows process changes, but it also ensures consistency in quality standards.
The tone from leadership is practical rather than visionary: the focus is on delivering reliable products and incremental improvement rather than big, fast transformations.
Managers are typically experienced people who understand the technical side of the work. They are respected for their knowledge and for mentoring junior staff. Communication styles vary — some managers provide clear guidance and regular feedback, while others are more results-only focused. In general, managers are approachable for operational issues, and they will advocate for team needs when needed.
Learning is mostly on-the-job. Formal training programs exist but are limited; many skills are learned through shadowing and hands-on practice. There are occasional workshops on tooling, CAD software updates, and quality standards. If you are proactive about learning and ask for training, you will find opportunities. For structured, classroom-style development, options may be more ad hoc and depend on budget cycles.
Promotions are available but tend to be incremental. The company values internal hires for supervisory and technical lead roles, so there is a clear path from operator to senior operator to supervisor for people who demonstrate reliability and skill. Moving into higher strategic roles may require additional training or certifications, which you will likely need to pursue proactively.
Salaries vary by role and location. Typical ranges (approximate):
Actual compensation depends on experience, certifications, and the specific skill set. Salaries are competitive for the local manufacturing market.
Bonuses are primarily performance- and production-based. Incentive schemes reward meeting quality and delivery targets, and there are occasional spot bonuses for exceptional problem-solving or going beyond the call of duty. Annual bonuses exist but are tied to company performance and may vary year to year.
Basic health coverage is provided and typically includes group medical insurance for employees. Coverage levels vary by role and tenure, with higher-tier benefits available for senior staff. Preventive health check-ups and workplace safety measures are emphasized, especially for shop-floor employees.
Engagement is practical and locally focused. Teams organize small events during festivals and on major delivery milestones. There are informal gatherings, and the company supports team outings occasionally. Engagement efforts are appreciated but lean more toward community and team bonding than large corporate-sponsored programs.
Remote work support is limited. Shop floor and manufacturing roles are not compatible with remote work. Office and engineering roles may have occasional flexibility for remote tasks, especially during design work or documentation phases, but there is no broad policy for full-time remote work.
Average working hours for office roles are about 9 to 10 hours per day including breaks. Shop floor staff often follow shift patterns (8–12 hour shifts) depending on production demands. Expect occasional extended hours during tight delivery schedules.
Attrition is moderate and tends to be higher among entry-level roles where career mobility is common. The company has not had frequent large-scale layoffs; reductions, when they occur, have been linked to market downturns or client slowdowns. Overall, retention is stronger for skilled technicians and mid-career staff.
Overall, this company is a solid choice for people who enjoy hands-on work, value craftsmanship, and prefer a practical, team-oriented environment. It will appeal to those seeking stable manufacturing roles with opportunities to grow technically. On a scale of 1 to 5, the overall rating would be 3.8 — reliable in core areas, with room to improve structured learning, faster process modernization, and expanded remote flexibility. If you are considering working at ONKAR DIES, weigh the strong technical learning environment against the moderate pace of organizational change.
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