SKF is a global engineering company in the bearings, seals and lubrication solutions industry, headquartered in Gothenburg, Sweden. The organization manufactures ball and roller bearings, seals, mechatronic units and condition-monitoring systems, and...
Employees often speak of practical, hands-on work and a sense of pride in the products they help make. “You will learn a lot on the shop floor,” one technician said, while a young engineer remarked, “You’ll get exposure to global projects early on.” There are also comments about supportive peers: colleagues help each other through tight deadlines and complicated technical problems. On the flip side, some staff mention bureaucracy and slow decision-making. Overall, testimonials reflect a company that rewards technical competence and teamwork, but that can feel rigid at times.
The company culture at SKF leans toward being disciplined, safety-focused, and process-driven. There is a clear emphasis on quality and engineering excellence, and many people appreciate the predictable, methodical environment. Innovation is encouraged, but change often follows established procedures. For someone who values stable routines and technical mastery, the company culture at SKF will feel comfortable. If you prefer rapid pivots and a startup vibe, you may find the pace deliberate.
Work-life balance at SKF varies by role. Office and corporate staff often enjoy regular hours and the possibility of flexible schedules. Manufacturing and field roles can involve shift work and occasional weekend or overtime demands. Many employees say the company respects time off and encourages taking vacation, but during busy quarters you may need to put in extra hours. Overall, work-life balance at SKF is reasonable and predictable for most corporate roles.
Job security is generally stable but tied to broader industrial cycles. The company operates in traditional manufacturing sectors, so demand fluctuations can affect staffing. There are safeguards such as established processes and a history of long-term projects that provide continuity. Employees will find that job security is solid in core functions, while contract and temporary roles are more exposed.
Leadership tends to emphasize technical credibility and process adherence. Senior leaders are often seasoned professionals with deep industry experience. Communication from the top can be formal and structured — there are regular town halls and business updates. Strategic decisions are typically cautious and data-driven. Managers will want to demonstrate results and compliance with global standards to gain recognition.
Managers are frequently described as technically strong and clear on expectations. Many team leaders are promoted from within, so they understand day-to-day operations. Reviews about interpersonal skills are mixed: some managers are praised for mentorship and clarity, while others are seen as focused primarily on metrics. If you value clear direction and technical coaching, you will often find capable managers; if you seek a highly empathetic, people-first leader, experiences will vary.
There is a well-established focus on learning and development. The company offers structured technical training, on-the-job learning, and access to e-learning platforms. Many sites host internal workshops and certification programs. Career development paths are available and employees are encouraged to build skills relevant to both current roles and future opportunities. Apprenticeship-style learning is common in manufacturing, which helps new hires build practical expertise quickly.
Promotion paths exist and are generally merit-based, but progress can be gradual. For technical professionals, moving up often means expanding responsibility across projects or locations. Leadership roles are frequently filled by internal candidates, so long-term employees will have clearer routes to advancement. Employees should expect steady rather than rapid promotion timelines, and proactive career planning will help.
Salaries vary by country, role, and experience. As a rough guide (all figures are approximate and will vary by location):
Bonuses and incentives are commonly tied to performance metrics, plant targets, and overall company results. There are annual performance bonuses, spot awards for outstanding contributions, and incentive schemes for sales teams. Some locations run profit-sharing or gainsharing programs that reward teams for efficiency and quality improvements. The structure is transparent, but payout levels depend on global and local business performance.
Health and insurance benefits are comprehensive and vary by country. Typical packages include medical, dental, and vision coverage, life insurance, and disability support. Retirement plans or pension contributions are commonly offered in many regions. Benefits are competitive versus industry peers and are designed to support employees and their families.
Employee engagement includes local site events, safety days, team-building activities, and global town halls. There are recognition programs for long service and innovation. Engagement levels are higher at sites with active local HR and leadership involvement. Social events and community outreach programs are common, helping foster camaraderie across teams.
Remote work support is available for corporate and office roles. The company provides tools for collaboration, remote meeting platforms, and flexible arrangements for eligible roles. Manufacturing and field positions require on-site presence, so remote options are limited there. Overall, remote work policy is pragmatic: it supports safety and collaboration while acknowledging operational realities.
Average working hours for office staff are around 40 hours per week, with flexibility depending on deadlines. Manufacturing shifts are scheduled and may include evenings or weekends depending on production needs. Overtime is expected in peak periods but is typically compensated according to local rules.
Turnover is moderate and tends to reflect industry cycles. There have been periodic reorganizations and some layoffs reported in certain regions during downturns or restructuring initiatives. Core teams often show low attrition, while contract and temporary roles see higher movement. The company manages workforce changes through redeployment and training where possible.
Overall, this organization is a solid choice for professionals who value technical excellence, structured processes, and predictable career development. It will suit those who appreciate a disciplined, safety-first environment and steady learning opportunities. There are trade-offs in agility and speed of promotion, but the compensation, benefits, and global footprint make it a reputable place to build a long-term career. On balance, the company rates as a strong employer in the industrial and manufacturing sector.
Read authentic experiences from current and former employees at SKF
Strong engineering focus, access to great tools and labs, very supportive management.
Internal processes can be slow at times.
Great clients, flexible schedule and decent commission plan.
Sometimes targets are aggressive and forecasting tools are outdated.
Good training and steady work.
Salary growth is slow and appraisal timelines are inconsistent.
Friendly colleagues.
Short contract duration and limited hands-on training. Overtime was common and not always compensated fairly.
