Selec Controls operates in the industrial automation and control systems industry, offering programmable logic controllers (PLCs), human-machine interfaces (HMIs), motor controllers, and embedded control solutions tailored for manufacturing, process,...
"I joined as a junior engineer and stayed because the people are genuinely helpful. You’ll get hands-on projects early, and your teammates will pitch in when deadlines get tight."
"I appreciated the clear expectations and the small wins. There were times when we pulled late nights, but those were balanced with supportive managers who recognized effort."
These quotes reflect common themes from employees: collaboration, practical learning, and moments of pressure balanced by peer support. If you are researching working at Selec Controls, you will often hear about mentorship from senior staff and a practical, project-focused daily rhythm.
The company culture at Selec Controls is pragmatic and team-oriented. People value problem solving more than corporate formalities, and there is a strong focus on delivering functional results. Meetings are usually about status and solutions rather than long strategy discussions. While the place is not overly casual, it is informal enough that you will feel comfortable asking questions and suggesting improvements.
Colleagues tend to be technically minded and results-driven. Social interactions occur naturally around projects rather than structured social calendars, so you will find camaraderie forged through shared work rather than mandatory events. For job seekers, the company culture at Selec Controls will suit those who like learning by doing and direct collaboration.
Work-life balance at Selec Controls leans toward realistic expectations rather than strict 9-to-5 rules. There are peak periods where workload intensifies, especially around product releases or client deliveries, but managers generally try to stagger workloads so that these peaks are not constant. You will find flexible hours in many teams, which helps when personal commitments arise.
The company supports remote or hybrid arrangements in practice, though policies can vary by department. If you value predictable time off, it is advisable to discuss the cadence of work early in the interview process to ensure alignment with team norms about overtime and on-call duties.
Job security at Selec Controls is moderate and linked to business cycles and product demand. There is an emphasis on retaining skilled technical staff, and the company will make efforts to redeploy employees between projects when feasible. Performance reviews are used as a tool for feedback and career adjustments rather than abrupt dismissals.
There have been occasional restructures in response to market shifts, but the organization tends to communicate decisions in advance and provide transition support. Candidates should be aware that roles tied directly to a particular contract or project may carry higher risk.
Leadership focuses on operational efficiency and technical credibility. Senior managers are often promoted from technical tracks and understand the engineering challenges teams face. Expectations are set clearly, and leadership measures success by product delivery and client satisfaction.
Management style is pragmatic; leaders prefer iterative improvements and measurable outcomes. There is room for upward feedback, and formal channels exist to raise concerns. Leaders are generally accessible during project lifecycles, and strategic changes are explained with context to help teams adapt.
Managers are seen as competent and technically capable. They tend to be hands-on when projects are critical and step back to allow autonomy on routine work. Most managers prioritize mentoring and will invest time in helping employees develop skills related to their current projects.
Some managers vary in people-management experience, which can affect how performance conversations are handled. Employees who value direct, constructive feedback will find this environment beneficial.
Learning and development opportunities are practical and on-the-job. Training budgets exist but are frequently allocated to role-specific certifications or tools that immediately impact project delivery. Junior staff can learn quickly by working with experienced engineers, and cross-training between teams is supported.
Formal training programs are more limited compared to large corporations, but mentorship and stretch assignments are common ways to grow. Employees who proactively seek learning opportunities will progress faster.
Promotions are merit-based and linked to demonstrated impact on projects. Advancement is attainable for those who take ownership, contribute to problem solving, and show leadership potential. Promotion cycles are semi-regular, and clear criteria are communicated during performance reviews.
Competition for higher-level roles can be stiff because teams are small, so lateral moves to gain new skills are sometimes necessary before a promotion is possible.
Salary ranges are competitive within the local market for mid-sized engineering firms. Entry-level positions start near industry average, while senior technical roles command higher-than-average compensation relative to company size. Salary increases are tied to performance reviews and market adjustments.
Candidates are advised to benchmark offers against regional data and to discuss total compensation, including benefits and bonuses, during negotiations.
Bonuses are typically performance-linked and vary by role and business results. Incentive structures include project completion bonuses and occasional company performance bonuses. There are no overly complex bonus schemes; rewards are straightforward and tied to measurable outcomes.
Employees who exceed expectations on deliveries are most likely to receive discretionary bonuses.
Health and insurance benefits cover standard medical, dental, and vision plans. The company provides employer-sponsored coverage with options to upgrade for additional premiums. Life and disability insurance are part of the benefits package, and family coverage options are available.
Benefits are adequate and comparable to peers in the same industry segment.
Engagement is driven through project kickoffs, internal demos, and informal team gatherings. Company-wide events occur periodically, focusing on product showcases and recognition. While not lavish, these events foster a sense of community and recognition for achievements.
Teams sometimes organize social outings and volunteer activities, which help with bonding across departments.
Remote work support exists and is pragmatic. The company supplies necessary remote tools and allows flexible remote schedules depending on team needs. Collaboration tools and documentation practices support distributed work, though some roles require on-site presence for client-facing work or lab testing.
Remote employees should ensure clear communication and alignment with on-site teammates.
Average working hours are close to standard full-time expectations, with occasional spikes during critical phases. Most employees work a balanced week and manage peak workloads with support from managers. Overtime is situational rather than a constant.
Attrition is moderate and tied to project cycles and career growth opportunities. There have been occasional layoffs or restructures when product demand shifted, but these were managed with communication and transition assistance. Employee turnover is higher in highly specialized roles where the market demand is strong.
Overall, Selec Controls is a solid choice for professionals who prefer hands-on work, practical learning, and an environment where technical contributions are noticed. The company culture at Selec Controls and the work-life balance at Selec Controls will appeal to those who like clear expectations and teamwork. For job seekers evaluating working at Selec Controls, the company offers fair compensation, adequate benefits, and meaningful opportunities for growth in a pragmatic, delivery-focused setting.
Read authentic experiences from current and former employees at Selec Controls
Supportive manager, close-knit engineering team, hands-on hardware projects and autonomy to own modules. Flexible hybrid policy really helps with work-life balance.
Compensation is below market for senior roles; career ladder is a bit unclear and promotions are slow. Documentation can be inconsistent, which adds rework.
