Syrma SGS Technologies operates in the electronics manufacturing services (EMS) and precision engineering industry, providing design, assembly, testing and box-build solutions for sectors like automotive, telecommunications, consumer electronics and ...
“I joined as a technician and stayed because of the team. You will find helpful people, especially on the shop floor.” That is a common sentiment from current and former employees. Many speak warmly about hands-on learning and the camaraderie in production teams. Some say, “you’ll get a real sense of accomplishment when a product ships,” while others note early-career engineers appreciate the chance to take ownership of small projects.
There are mixed experiences among office staff. Some reviewers mention flexible managers and constructive feedback. Others report slower decision making and occasional communication gaps between plants and corporate functions. If you are considering working at Syrma SGS Technologies, talking to people in your specific role and location will give the clearest picture.
company culture at Syrma SGS Technologies tends to be performance-driven but practical. There is a strong focus on manufacturing discipline, quality standards, and meeting client timelines. In many teams the environment is collaborative and down-to-earth; managers often value problem-solving over formalities. At the same time, some employees feel the culture can be hierarchical in certain locations, with more conservative processes in place.
The company blends a manufacturing mindset with emerging technology practices. Expect a mix of white-collar engineering culture and blue-collar shop-floor pragmatism. If you enjoy structured, goal-oriented workplaces, the culture will likely suit you.
work-life balance at Syrma SGS Technologies varies by role and location. On the shop floor, shift work is common and may include early mornings or night shifts; this can make routine scheduling predictable but out of sync with typical office hours. Engineering and corporate roles usually follow standard office hours, though project deadlines can increase pressure.
Many employees say managers are understanding about personal needs when informed in advance. The company promotes reasonable leave policies, but during peak production or product launches you may need to put in extra hours. Overall, working at Syrma SGS Technologies will offer a fair balance for most, with some trade-offs in high-intensity periods.
Job security is generally stable in core manufacturing and long-term client projects. The company serves multiple sectors, which provides some diversification of risk. Employment stability will be higher for skilled technicians and engineers who possess domain expertise that is difficult to replace.
There have been periodic reorganizations aligned with market cycles, but widespread layoffs are not commonplace. Employment continuity may depend on business unit performance and contract renewals.
Leadership emphasizes operational efficiency, quality control, and client satisfaction. Senior management typically communicates business priorities and expects adherence to processes. Strategic vision is focused on scaling manufacturing capabilities and expanding service offerings.
Middle management quality varies across plants. Some managers are hands-on and supportive of employee development; others prioritize targets and output. Overall, there is a clear chain of command and accountability structure.
Managers are often praised for technical knowledge and practical problem-solving. Many are described as approachable and willing to mentor junior staff. Where managers excel, team morale and productivity improve noticeably.
Criticism typically centers on inconsistent communication and variable people-management skills. Some managers focus heavily on short-term production metrics, which can limit longer-term employee development conversations.
Learning and development offerings include on-the-job training, in-house technical modules, and occasional external workshops. For manufacturing roles, skill-building is hands-on and fast-paced. Engineers may access domain-specific training and cross-functional projects.
Formal learning programs are present but not always uniformly applied across sites. Employees who proactively seek training and mentorship tend to get the most development support.
Promotional opportunities exist, especially for those who demonstrate consistent performance and cross-functional capability. Technical staff who upskill and take on added responsibilities can progress to senior technician or supervisory roles.
Career progression into middle and senior management may require both technical competence and interpersonal skills. Promotion timelines can be variable and are often tied to business growth or internal openings.
Salary ranges are competitive for the manufacturing sector and regionally benchmarked. Entry-level technician roles commonly start in the lower-to-mid single-digit lakh per annum range. Early-career engineers typically fall in the 3–6 LPA band, while experienced engineers and senior specialists may earn 6–12 LPA. Middle management and senior roles can move into higher bands depending on responsibilities and location.
Compensation varies by site, function, and prior experience. Market adjustments are made periodically.
Bonuses and incentives are performance-linked. Production teams often receive monthly or quarterly incentives tied to output and quality metrics. Office and engineering staff may be eligible for annual performance bonuses based on individual and company performance.
Incentive structures encourage meeting targets and improving efficiency. Payouts will depend on business performance and individual appraisal outcomes.
Health benefits include group medical insurance and basic employee welfare schemes. Coverage levels vary by designation and length of service. Some locations provide additional occupational health support given the manufacturing environment.
Employees report that insurance claim processes are standard, with HR support available for navigating benefits.
Employee engagement includes plant-level gatherings, recognition programs, and occasional town halls. There are cultural events and safety days that foster team bonding. Engagement intensity varies by site; larger facilities tend to have more structured initiatives.
Recognition for performance and innovation is present and appreciated by employees who receive it.
Remote work support is limited for shop-floor and manufacturing roles for obvious reasons. For certain corporate and engineering positions, hybrid or remote arrangements may be possible depending on team norms and project needs. Remote infrastructure and policies are evolving but are not uniformly robust across the company.
Average working hours depend on role: manufacturing shifts are typically 8–12 hours per shift, while office roles are around 8–9 hours a day. Overtime may occur during product ramp-ups or tight deadlines.
Attrition tends to be moderate, higher among early-career employees seeking faster growth and in regions with alternative opportunities. The company has not had a history of mass layoffs in recent years, though occasional restructuring has occurred in response to market changes.
Overall, the company is a solid employer in the electronics manufacturing space. It will suit candidates who value hands-on manufacturing experience, practical learning, and steady career steps. Leadership and benefits are reasonable, with room for improvement in uniformity of training, communication, and remote-work policies. Overall rating: 3.8 out of 5.
Read authentic experiences from current and former employees at Syrma SGS Technologies
Supportive manager, lots of hands-on work with PCB design and testing.
Salary growth is slow; project deadlines sometimes mean long hours.
Stable company, clear processes and good shop-floor discipline.
Commute is long. Middle management can be slow to make decisions.
