Strabag is a leading European construction and civil engineering group headquartered in Vienna, Austria. The company delivers large-scale infrastructure, building construction, tunnel and railway projects, as well as turnkey industrial facilities and...
"I started as a site apprentice and stayed because the learning curve was real and people helped me along the way. You learn on the job, and you get noticed when you deliver."
"I enjoy the teamwork on large projects — you feel part of something big. Some weeks are intense, but the camaraderie makes it bearable."
"Office-side, you will get flexible hours sometimes, though site work can be brutal. The safety focus is genuine, and that matters."
These voices reflect a mix of experiences from staff across roles. If you are researching working at Strabag, you will hear a lot about hands-on learning, strong teams, and busy project phases.
The company culture at Strabag is driven, pragmatic, and safety-first. Teams are outcome-oriented and pride themselves on delivering complex projects on time. While engineering rigor and procedure matter, there is also a practical mindset: solve the problem, then optimize. Collaboration is common across trades and disciplines, and there is an emphasis on professionalism and reliability. For many, the culture feels like working with a group that values competence and commitment.
Work-life balance at Strabag varies a lot by role. Office employees often have predictable schedules with occasional overtime, and there are pockets of flexibility for hybrid arrangements. Field roles and project managers deal with fluctuating hours, travel, and busy phases where personal time is limited. Overall, you will find that work-life balance depends on your function and the project timeline; planning and clear boundaries help, but site deadlines can push hours.
Job security is tied to the construction industry cycle and project pipelines. Large groups of ongoing contracts provide stability in many regions, and long-term infrastructure projects can offer multi-year employment continuity. However, downturns in public spending or a pause in new contracts can lead to workforce adjustments. Employees will find that those with specialized skills or who are involved in core projects are more insulated from risk.
Leadership tends to be technically competent and focused on delivery. Senior management often emphasizes operational efficiency, safety, and compliance. Strategic priorities include sustainability and digitalization of processes. Communication from the top can vary by region; some sites have strong, visible leaders who engage with teams regularly, while others experience more bureaucratic distance. Leadership style is generally structured and performance-driven.
Managers are usually experienced and knowledgeable about construction processes and project management. Many are hands-on and accessible, offering clear direction and mentoring to younger staff. At times, managerial approaches can be directive, especially on tight schedules, which some employees find motivating and others find pressuring. Feedback tends to be focused on results and safety performance.
There are solid learning pathways including on-the-job training, technical workshops, and formal apprenticeship programs in many countries. The company invests in certifications, safety training, and internal courses for project and site management. Employees who show initiative will find opportunities to gain new skills through rotating assignments and cross-functional projects. Learning is often practical and directly tied to project needs.
Opportunities for promotions exist, particularly for high performers and skilled tradespeople. Career progression can be fast for those who move between sites, take on larger projects, or acquire in-demand certifications. That said, hierarchical structures and competition for senior roles may slow advancement in some regions. Career mobility is generally better for those who demonstrate leadership on projects.
Salaries vary by country, role, and project type. As a general guide:
These ranges are approximate and will change based on location, experience, and the specific business unit.
Bonuses are typically tied to project performance, profitability, and individual goals. There are often end-of-year bonuses or project-completion incentives for site teams. Long-term incentives may be offered to senior staff in some regions. The structure is performance-oriented and will reward teams that meet deadlines, safety targets, and budget goals.
Health and insurance benefits are generally competitive and compliant with local regulations. Typical offerings include health insurance, occupational health services, life insurance, and pension contributions. On-site medical provisions and strong safety programs reduce workplace risks for field staff. Benefits packages will differ between countries, so it is important to review the local terms during hiring.
Employee engagement includes team-building days, safety competitions, awards for outstanding projects, and occasional social events. Sites often celebrate milestone completions, and there are recognition programs for long service and high safety standards. Engagement initiatives are practical and tied to project life cycles rather than being purely social.
Remote work support is stronger for corporate and office functions. Digital tools for collaboration, remote meetings, and some hybrid policies are available. For field roles, remote work is limited by the nature of construction work. The company is investing in digital tools to improve remote collaboration and project oversight.
Average working hours depend on role. Office staff typically work around 40 hours per week, with occasional overtime. Field staff and project managers often exceed 40 hours during peak phases, and weekend work can occur during deadlines. Night shifts and extended hours are common on large project sites.
Attrition rates fluctuate with market conditions. The company has experienced periods of restructuring in slower markets, but mass layoffs are not a constant. Turnover is higher in seasonal or temporary contract roles. Employees with transferable skills and certifications tend to have lower attrition risk.
Overall, the company is a solid employer for those who value practical learning, strong safety standards, and project-based work. It will suit individuals who are results-oriented and comfortable with periodic heavy workloads. Career development and compensation are competitive within the sector, though experiences will vary by location and role. If you are considering working at Strabag, weigh the project demands against growth opportunities and you will find many paths to build a long-term career.
Read authentic experiences from current and former employees at Strabag
Strong project pipeline, collaborative teams across Europe, clear safety standards. Strabag invests in training and lets me lead large infrastructure projects. Good benefits and a professional, respectful culture.
Administrative reporting can be heavy during project close-out. Salary bands are decent but can lag specialist consultancies.
Flexible hours, strong emphasis on work-life balance and wellbeing programs. Great internal mobility and learning opportunities in HR and leadership development.
Sometimes HR processes are influenced by regional differences which slows decision-making. Could be faster on pay reviews in some markets.
Hands-on site work, good mentoring from senior engineers, emphasis on health and safety. Clear project goals and decent equipment on site.
Long days during key milestones and occasional weekend shifts. Pay progression is okay but not fast.
Good exposure to commercial contracting, regular training courses and access to European tender resources. Colleagues are supportive and processes are well documented.
Contract role meant less stability sometimes and promotion paths for contractors are limited. Workload peaks before bids were stressful.
Excellent on-the-job learning, rotations across departments, supportive mentors. Great for early career engineers looking for exposure to big projects and international teams.
Graduate pay is modest and promotion to senior roles can take time. Office bureaucracy occasionally slows small initiatives.
