Sanden Vikas is an automotive components manufacturer specializing in climate control systems and compressors for passenger vehicles and commercial applications. Headquartered in India, the company combines local manufacturing expertise with global d...
“I joined as a design engineer and felt welcomed from day one. The hands-on work kept me engaged, and you’ll learn quickly if you like practical engineering.” — Mechanical Engineer, 3 years.
“Production shifts can be intense, but teams pull together. You’re likely to meet skilled operators and technicians who care about quality.” — Production Supervisor, 5 years.
“HR is approachable when you need help with paperwork or personal issues. I appreciated small gestures like recognition emails.” — Administrative Staff, 2 years.
These voices reflect typical impressions from people working at different levels. They highlight the practical, shop-floor-to-office nature of working at Sanden Vikas and a willingness among colleagues to help each other grow.
The company culture at Sanden Vikas is pragmatic and performance-oriented. People value precision, reliability, and getting things done. You will find a mix of traditional manufacturing discipline and pockets of innovation, especially in product development teams. Collaboration happens more naturally between engineering and production, and there is an underlying respect for experience and hands-on problem solving. If you are searching for company culture at Sanden Vikas, expect a grounded, execution-focused environment rather than flashy perks.
Work-life balance at Sanden Vikas is reasonable but depends heavily on role and shop-floor needs. Engineering and office teams often have standard office hours and predictable deadlines, while production and maintenance staff may face rotating shifts or urgent troubleshooting calls. If you value routine, you will like many roles here; if you want very flexible remote options, you may find limitations due to the manufacturing nature of the business.
Job security is generally stable. The company has an operational focus, with steady demand for components in automotive and other sectors. There will be fluctuations tied to market cycles and client orders, but core technical and production roles tend to be less exposed to sudden layoffs. There is a clear preference for retaining experienced staff who understand the processes and machinery, which contributes to longer tenures for many employees.
Leadership at Sanden Vikas is pragmatic and technically grounded. Managers tend to emphasize process adherence, quality control, and meeting delivery targets. There is a structured approach to decision-making, and senior leaders are accessible during reviews or plant visits. Communication is often top-down when it comes to production targets, but there are forums for feedback, especially during quality or safety meetings.
Managers receive mixed but generally positive feedback. Many are praised for technical competence and fairness on the factory floor. Some employees wish managers provided more coaching and career conversations rather than focusing solely on immediate production metrics. Where managers excel, they do so by balancing targets with people support and by being hands-on when troubleshooting.
There is practical on-the-job learning, apprenticeships, and skill-focused training that helps new hires ramp up quickly. Formal training programs exist but are often role-specific (machine operation, quality systems, CAD tools). There will be opportunities for upskilling if you show initiative, but structured leadership development programs may be less prominent than technical workshops.
Promotions follow a steady, experience-driven path. Technical competency and consistent performance are the main drivers of advancement. You will find clearer upward movement from operator to senior operator and from engineer to senior engineer, but managerial tracks require demonstration of people skills in addition to technical results. Timing for promotions may be conservative and tied to business needs.
Salaries are competitive within the manufacturing and engineering sector. Entry-level technical and administrative roles are modest, mid-level engineers and supervisors earn more in line with industry averages, and senior engineers or managers command higher packages. Exact figures vary by location, experience, and market conditions, and salary increments are typically incremental rather than aggressive.
Bonus structures are usually tied to company performance and plant-level targets. There are incentives for meeting production, quality, and safety metrics. Special recognitions or spot bonuses may appear for exceptional problem-solving or cost-saving ideas. Bonuses will vary year to year and are not typically a major portion of total compensation for most roles.
Health coverage and basic insurance benefits are standard. There is typically a group medical policy, and accident insurance is common for shop-floor staff. Benefits may include paid sick leave and statutory contributions as per local regulations. Employees who require family coverage should verify the exact policy details during onboarding.
Engagement is practical and locally driven. Teams organize small events, safety days, and award ceremonies that build camaraderie. Large-scale social events may be infrequent, but departmental celebrations and team outings happen and are appreciated. Engagement initiatives tend to focus on safety, quality, and skill development.
Remote work support is limited for operational roles due to the manufacturing footprint. Office-based functions such as some engineering, HR, or sales roles may get hybrid or remote arrangements, but this is decided case-by-case. If remote flexibility is a top priority for you, make sure to discuss it during interviews.
Standard working hours are typical for manufacturing and engineering companies. Office teams often follow an approximate 9-to-5 schedule with occasional extended days during deadlines. Production shifts may be longer and can include night or rotating duties. Overtime is possible during peak seasons or urgent deliveries.
Attrition is moderate and aligned with the wider manufacturing sector. Staff turnover is higher in lower-skilled roles, while experienced technicians and engineers tend to stay longer. Layoffs are not routine and have generally occurred in response to broader market slowdowns rather than internal instability. Overall, the company maintains a steady workforce.
Overall, Sanden Vikas presents as a solid employer for people who enjoy hands-on work, steady processes, and practical learning. It will suit candidates seeking stability in manufacturing or engineering roles and those who prefer a no-nonsense culture. If you prioritize rapid remote growth or aggressive salary hikes, you may find limits. For predictable career progression, technical skills development, and a grounded work environment, this company will be a good match.
Read authentic experiences from current and former employees at Sanden Vikas
Supportive team, clear processes and steady investment in training.
Sometimes a bit conservative when it comes to adopting very new tech.
Good benefits and reasonable flexibility. Leadership listens and there are real initiatives around employee engagement.
Salary growth is slow compared to market; some HR policies take time to get updated.
Hands-on projects, decent team.
Workload can spike without clear prioritization. Career progression felt limited and decision making was slow at times.
