Quality Austria Central Asia is a regional provider of certification, training and business excellence services focused on ISO standards, quality management and organizational development. As part of the broader Quality Austria network, the organizat...
People who have worked here often speak in a warm, conversational way. You’ll hear things like “the team felt like a family” and “I learned more about quality systems than I expected.” Several employees note that working at Quality Austria Central Asia gives hands-on exposure to audits, ISO standards, and client-facing consulting. A few say that the pace can be intense during project delivery, but most felt supported by colleagues. If you ask around, you will find a mix: enthusiastic mid-career hires, satisfied trainers, and a few who left for faster pay elsewhere.
The company culture at Quality Austria Central Asia is collaborative and process-oriented. People care about doing things the right way, and there is a visible emphasis on standards and continuous improvement. You will notice respect for professional certification and a bias toward structured methods. At the same time, there is an approachable side — employees often exchange tips informally, and cross-country teams share best practices. In short, company culture at Quality Austria Central Asia blends formal quality discipline with a collegial atmosphere.
Work-life balance at Quality Austria Central Asia varies by team. Some roles (trainers, auditors) have travel-heavy months followed by quieter periods, so you’ll experience peaks and troughs. Office-based project staff report generally manageable schedules with occasional evening catch-ups during project deadlines. The company is mindful of burnout and strives to provide compensatory time-off after intense periods. If predictable hours are a priority, seek a role with limited travel.
Job security is stable for core, contract-based positions tied to institutional clients and long-running programs. There are occasional project-driven fluctuations for consultants or short-term contractors. Employees typically receive formal contracts and legal protections according to local labor law. Overall, one will find a reasonable level of security, especially when positioned in ongoing service or training functions.
Leadership is professional and experienced in standards, certification, and regional operations. Management places importance on compliance, client relationships, and reputation. Strategic direction is usually clear, but decision-making can be methodical and conservative. Leaders communicate priorities, though some employees wish for faster change in administrative processes. In general, management balances technical credibility with careful governance.
Managers tend to be technically strong and mentoring-focused. Many team members describe their managers as supportive of training and certification goals. There are occasional reports of micromanagement in smaller teams, especially when deadlines loom. Performance reviews are regular, and managers often provide constructive feedback tied to client outcomes and competence development.
Learning and development is a highlight. The company invests in staff through on-the-job training, internal knowledge-sharing sessions, and support for external certifications like ISO lead auditor courses. Employees can expect structured upskilling related to auditing techniques, quality management systems, and sector-specific standards. There is an emphasis on continuous professional development and practical coaching.
Promotion opportunities exist but are often tied to business growth and project needs. In a compact organizational structure, one will find that vertical moves are slower and competitive. Lateral moves into different countries or practice areas are more common and are a good route for career growth. Ambitious employees who build client visibility and technical depth tend to move up faster.
Salaries are regionally competitive and reflect role, experience, and country of posting. Administrative and junior roles typically start at lower regional market rates, while experienced consultants and head auditors earn higher compensation. Reported estimates (based on job ads and employee reports) suggest entry-level monthly salaries in the lower range for the region and senior specialist roles reaching significantly higher brackets. All compensation is subject to local tax and statutory deductions.
Bonuses are modest and often tied to project performance or annual results. Incentives may include performance-linked payments, travel allowances, and occasional spot bonuses for exceptional client work. For sales or business-development roles, commission structures may be in place. Employees should not expect large corporate-style bonuses, but there are meaningful short-term incentives aligned with project success.
Health and insurance benefits vary by country office. Core employees typically receive statutory health coverage plus supplementary private insurance options in some locations. There are also standard benefits such as paid sick leave and parental leave aligned with local law. For international staff, additional coverage may be negotiated as part of the offer.
Employee engagement is centered on professional events — workshops, certification days, and knowledge-sharing conferences. Social events and team-building activities happen, but they are generally low-key and tied to office cycles. Engagement efforts are consistent and aimed at building technical community and peer networks rather than flashy corporate perks.
Remote work support is available for certain roles, particularly administrative, coordination, and some back-office functions. Field roles like auditors and trainers require in-person presence and travel. The company has adopted flexible practices post-pandemic, with hybrid arrangements where feasible. Remote employees receive reasonable IT support and remote meeting tools.
Average working hours are similar to regional norms, around 40 hours per week for office roles, with variability for travel-intensive positions. During audit seasons or client workshops, hours will increase temporarily. Overtime is generally expected to be compensated by time-off or project-related allowances.
Attrition is moderate and mostly voluntary, driven by career moves to higher-paying private sector roles or international opportunities. There is little evidence of mass layoffs; reductions tended to be project-based and managed with notice periods. The company appears cautious with staffing and prioritizes stable client relationships to mitigate large-scale layoffs.
Overall, Quality Austria Central Asia is a solid workplace for professionals focused on quality systems, standards, and consulting. Strengths include strong learning culture, professional leadership, and decent job stability. Areas for improvement are faster internal career progression and clearer, more flexible compensation for senior specialists. On a general scale, a fair overall rating would be 3.8 out of 5 — a dependable employer for those who value professional development and meaningful client work.
Read authentic experiences from current and former employees at Quality Austria Central Asia
Friendly colleagues.
Low pay and unclear promotion process. Workload often piles up with short notice which makes work-life balance hard.
Hands-on projects with international clients, supportive manager and clear exposure to ISO standards.
Salary is a bit below market for consultants, and busy season deadlines can be intense.
