Root Industries is a UK‑based manufacturer in the action sports and recreational equipment industry, specializing in high‑performance stunt scooters, components and accessories. The company produces decks, forks, bars, wheels and complete scooters en...
"I joined with low expectations and left surprised — the team is genuinely supportive." That kind of line shows up a lot in informal chats. Employees often say they like the hands-on projects and the chance to own small pieces of work. Some people note that onboarding can be uneven depending on the team, but most add that coworkers are helpful and willing to mentor. If you value a place where your daily work matters and your voice is heard, you will find many teammates who will back you up.
Many testimonials mention the balance between friendly peers and clear performance expectations. A common phrase is that the environment is "casual but focused." New hires report feeling welcomed, and longer-tenured staff appreciate the informal rituals—weekly stand-ups, quick demos, and regular feedback loops.
The company culture at Root Industries leans toward pragmatic collaboration. You will find a maker mindset: teams want to ship, improve, and iterate. There is an emphasis on transparency in product decisions and a culture of open communication in many departments. Socially, people are approachable; managers are often accessible and willing to listen.
That said, teams can vary. Some groups are more process-oriented while others move fast with fewer constraints. If you are exploring company culture at Root Industries, expect a mix of startup energy and growing-company structure. People who thrive here enjoy hands-on problem solving and clear direct feedback.
Work-life balance at Root Industries is generally positive, but it depends on the role and current projects. You will find many employees reporting reasonable hours and flexibility for appointments or personal time. During product launches or tight deadlines, you may see spikes in workload that require longer days.
There are explicit policies supporting time off and remote days, and managers typically respect personal boundaries. If you value a predictable schedule, it is wise to ask about team rhythms during interviews, since some teams maintain more intense cadences than others.
Job security at Root Industries is stable in most departments. There is a steady customer base and measured growth, which supports continued hiring in core areas. Management appears cautious when it comes to large-scale restructuring. However, areas tied to experimental initiatives may face reassessment if return on investment is slow.
There is a standard review cycle and performance measures are used to guide employment decisions. Employees with consistent performance and adaptability will likely find long-term opportunities.
Leadership is visible and communicative. Executives hold regular town halls and publish updates that explain strategic direction and metrics. Leaders emphasize product-market fit and customer feedback, which helps align teams.
Management quality varies by manager. Some are strong at coaching and career development while others focus primarily on execution. There are clear expectations for managers to be accountable and to support their teams, and leadership generally promotes a culture of learning from mistakes.
Managers are generally rated as approachable and fair. Many employees highlight managers who provide clear goals, timely feedback, and practical support. In teams where managers excel, they are seen as advocates for resources and career growth.
When managers are less effective, complaints center on slow decision-making and insufficient conflict resolution. There are ongoing efforts to standardize manager training and expectations to reduce inconsistencies.
There is investment in learning and development with access to online courses, internal knowledge sharing, and occasional sponsored conferences. New hires receive role-specific training and mentors are often assigned informally.
Career development programs exist but are still maturing. Employees who proactively seek learning opportunities tend to progress faster. Overall, the environment supports continuous learning and practical skill growth.
Promotion opportunities are present but competitive. Advancement is tied to measurable impact and cross-functional contributions. There are defined career ladders for technical and non-technical tracks, and promotion cycles follow the performance review schedule.
Employees who build visible outcomes and take on leadership within projects will have an easier time moving up. Those who rely solely on tenure without clear impact may find progression slower.
Salaries are market-competitive for the industry and region. Compensation is calibrated to role, experience, and local benchmarks. Entry-level positions offer reasonable starting salaries, while senior roles are compensated at expected mid-market rates.
There is transparency around levels and bands in some departments, but not all. Candidates should ask for band ranges during interviews to set clear expectations.
Bonuses are offered, typically linked to company performance and individual goals. There are occasional spot bonuses for exceptional contributions. Equity packages are available for certain roles, aligning long-term incentives with company growth.
Incentive programs are straightforward: hit your targets and you will be eligible for performance bonuses. Details vary by level and department.
Health benefits are comprehensive and include medical, dental, and vision plans. There are flexible spending accounts and mental health support through an employee assistance program. Coverage tiers allow employees to choose plans that fit their needs.
Benefits are competitive and well-administered. Enrollment is handled annually with HR support for questions.
Employee engagement is fostered through regular events—monthly socials, volunteer days, and kickoff meetings for new initiatives. These events help build cross-team relationships and morale.
Engagement surveys are run periodically and leadership acts on common themes. Employees appreciate the social calendar and the chance to connect beyond day-to-day work.
Remote work support is solid. There are policies for hybrid schedules and remote-first teams. Tools for communication and collaboration are standardized, and stipends for home office equipment are sometimes provided.
Remote employees receive nearly the same access to meetings and decision-making as on-site staff, making it feasible to be fully remote in many roles.
Average working hours are around 40 per week for most employees. Busy periods during releases or big projects can push hours into the 45–50 range temporarily. Core hours are typically enforced to maintain team overlap and collaboration.
Attrition is moderate and has tended to track industry norms. The company has not had frequent large-scale layoffs; reductions have been targeted and communicated. Retention is stronger in teams with clear career pathways and supportive managers.
Overall, this company is a solid place to work if you want hands-on responsibility, transparent leadership, and a collaborative environment. There are areas to improve—standardizing onboarding and manager development, for example—but the fundamentals are strong. For those considering working at Root Industries, prospects are favorable if you value impact, learning, and a balanced approach to growth.
Read authentic experiences from current and former employees at Root Industries
Supportive team and strong mentorship programs.
Occasional last-minute deadlines and a bit of process overhead.
Hands-on work, clear SOPs and helpful colleagues.
Long hours during peak orders.
