Shivam Autotech operates in the automotive components and services sector and is headquartered in India. The company supplies parts and aftermarket services for passenger and commercial vehicles, offering components that support engine performance, d...
"I joined as a junior technician and felt welcomed from day one," says one shop-floor employee. Another engineer notes, "You will get hands-on exposure quickly, and your work matters." A few long-tenured staff mention friendly peers and practical problem-solving sessions. There are mixed comments on pay and growth speed, but most testimonials highlight collaborative teams and clear daily expectations when working at Shivam Autotech.
The company culture at Shivam Autotech leans practical and results-oriented. People are down-to-earth and focused on getting products out the door with quality. You will find a mix of experienced mechanics, design engineers, and sales staff who share a can-do attitude. Informal knowledge sharing is common; lunch conversations often turn into quick troubleshooting clinics. The environment favors hands-on learning and pragmatic solutions over process-heavy bureaucracy.
Work-life balance at Shivam Autotech varies by role. Shop-floor and production roles sometimes require extended shifts during peak seasons, while office roles tend to have more predictable hours. You will see flexibility in emergency situations and managers are generally understanding about personal time. If you are looking for a strict 9-to-5 culture, you might find some weeks busier than others, but many employees report that overtime is manageable and compensated.
Job security is reasonably stable. The company operates in a steady segment of the auto components industry and maintains a reliable customer base. There have been periodic restructures aimed at efficiency, but layoffs have not been widespread. You will be evaluated on performance and adaptability; staff who keep their skills current and contribute to process improvements tend to retain stronger job security.
Senior leadership emphasizes manufacturing efficiency and customer satisfaction. Management communicates targets clearly and expects teams to meet deadlines. There is a practical leadership style: decisions are often data-informed and focused on production metrics. Leaders welcome suggestions that improve shop-floor workflows. There is room for improvement in cross-functional coordination, but the current leadership is approachable and outcome-driven.
Direct managers are largely supportive of day-to-day tasks. Many employee reviews mention managers who mentor newer hires and provide on-the-job guidance. Some managers can be process-focused and strict about timelines, which suits delivery-oriented teams but can feel rigid to creative staff. Overall, manager reviews indicate that consistent performers receive recognition and constructive feedback.
Training is mostly on-the-job with occasional workshops and vendor-led technical sessions. New employees receive practical induction, and cross-training between assembly, testing, and quality teams is encouraged. Formal training budgets exist but are not extensive; employees who proactively ask for external courses often secure support. The company supports apprenticeships and hands-on skill development more than classroom-heavy learning programs.
Promotions are available, but they are tied closely to performance and demonstrated technical competency. Staff who take initiative to streamline processes or lead small projects tend to advance faster. Career ladders are clearer within production and technical tracks; non-technical staff may find upward moves slower. If you aim for growth, document contributions and volunteer for cross-department projects.
Salaries are competitive for the regional market but may trail larger urban employers. Entry-level shop roles offer modest wages with incremental raises tied to attendance and productivity. Technical and engineering roles receive better packages with experience. Management-level salary bands reflect company size and profitability. Compensation is fair for local norms, but candidates should align expectations with the company’s scale.
Bonuses are generally performance-linked and provided annually or tied to project completion. There are spot incentives for meeting production targets and occasional festival bonuses. High performers may receive small monetary rewards or recognition certificates. The incentive structure rewards measurable outputs rather than subjective criteria.
Basic health coverage is provided for employees, often including outpatient support and emergency care assistance. Larger hospitals may be covered through third-party administrators. Maternity and dependent benefits are available in line with statutory requirements. Benefits are practical and focused on primary healthcare needs rather than premium wellness packages.
Engagement revolves around team celebrations, annual gatherings, and milestone events. Festivals and local cultural events are observed with small functions and lunches. There are occasional team-building exercises and safety days on the shop floor. Engagement is informal and community-oriented, which helps build camaraderie among colleagues.
Remote work options are limited due to the hands-on nature of manufacturing and assembly. Office staff in design, procurement, and HR may get partial remote flexibility when work allows. The company has basic remote tools like email and shared drives, but it is not built for long-term distributed work. Remote support is pragmatic rather than comprehensive.
Average working hours vary by department. Production shifts can range from regular day shifts to extended hours during high-demand periods; these are typically scheduled in advance. Office roles tend to follow standard business hours with some overtime during month-end or project delivery phases. Employees should expect occasional extended workdays when deadlines approach.
Attrition is moderate and largely driven by candidates seeking higher pay in metropolitan areas or specialized roles. Layoffs have been infrequent and usually the result of targeted restructuring rather than systemic downsizing. Retention is stronger among skilled technical staff who value steady work and on-the-job training.
Overall, the company scores well for practical learning, team camaraderie, and steady work. It provides a grounded environment for those who enjoy hands-on roles and clear delivery goals. Compensation and remote flexibility may not match larger corporate players, but job stability and on-the-job mentorship are solid. For job seekers interested in manufacturing, working at Shivam Autotech offers real-world experience and a supportive team atmosphere. Overall rating: 3.8 out of 5.
Read authentic experiences from current and former employees at Shivam Autotech
Hands-on exposure to inspection processes and quality tools. Supportive shop-floor team and quick decision-making because it's a small company.
Salary is below market for Pune. During monthly/quarterly deliveries hours can stretch long.
