Velankani Electronics is an electronics manufacturing and systems integration company headquartered in Chennai, Tamil Nadu. Operating in the electronics and contract manufacturing industry, the company provides printed circuit board assembly (PCBA), ...
People who have worked here often say they enjoy the hands-on nature of the work and the steady pace. You will hear comments like “it’s a good place to learn practical manufacturing” and “the teams are friendly and willing to help.” Some employees mention that you’ll get exposure to multiple stages of production early on, which helps you build real skills quickly. A few also say that some processes are still paper-heavy and could be modernized, but overall people feel supported by their peers.
The company culture at Velankani Electronics feels pragmatic and service-oriented. There is an emphasis on getting things done, meeting delivery timelines, and maintaining quality. You will see a mix of manufacturing discipline and small-company flexibility: people roll up their sleeves and solve problems on the shop floor, while office teams focus on customer coordination and design tweaks. The phrase “company culture at Velankani Electronics” comes up often as one that values reliability and teamwork over flashy perks.
Work-life balance at Velankani Electronics depends a lot on role and department. If you are in production, you may have fixed shifts and the pattern is predictable, so you can plan your life around work. Office and engineering roles tend to have more flexible hours though you will encounter busy periods before shipments. People say that overtime is not unusual during peak seasons, but managers generally try to keep it reasonable. In short, work-life balance at Velankani Electronics is fair for most roles, but it is not uniformly relaxed.
Job security at the company is relatively stable. The business serves established clients and manufacturing demand tends to provide consistent workflows. There have been periodic efficiency drives and minor reorganizations, but there is no well-known history of large-scale, repeated layoffs. Employees who perform reliably and adapt to process improvements will find their positions secure.
Leadership presents a steady, conservative approach focused on operational efficiency. Senior leaders are oriented toward long-term client relationships and cost control rather than rapid expansion. There is clarity in strategic priorities, and decisions tend to be pragmatic. Communication from the top is periodic; formal updates occur during town halls or departmental meetings. You will find that leadership values reliability and compliance, and they reward consistent performance.
Managers are generally described as competent and task-focused. Many provide clear instructions and are invested in meeting delivery targets. There is some variability—some managers are hands-on mentors who take time to coach, while others prioritize meeting deadlines and can feel more directive. Feedback tends to be practical and action-oriented rather than highly polished career coaching. Overall, manager quality is a strong determinant of day-to-day satisfaction.
Learning and development are practical and on-the-job. New hires typically receive process training, safety briefings, and hands-on mentoring. Office employees have access to occasional workshops and technical trainings, and some teams support external certifications if the skill is directly relevant. Formal training budgets exist but are modest; motivated employees who seek cross-functional exposure will learn faster.
Opportunities for promotions exist but they are measured and performance-driven. Career progression is clearer in technical and production streams where skill mastery and reliability are easy to quantify. In office roles promotion cycles can be slower and depend on openings. Employees who take initiative, learn multiple functions, and consistently deliver quality results are the most likely to move up.
Salary ranges vary by role, experience, and location. Approximate annual figures (INR) are:
Bonuses and incentives are present and tend to be linked to performance and business outcomes. Non-sales roles commonly receive annual performance bonuses or incremental raises tied to appraisals, typically in the 5–15% range for good performers. Sales and business development roles have more aggressive incentive structures with commissions and targets. There are occasional spot awards for exceptional contributions.
The company offers standard group health coverage and basic insurance benefits. Mediclaim policies generally cover employees and sometimes extend to immediate family members, depending on the plan. There is usually a group gratuity and statutory benefits are in place. Benefits are practical and functional rather than lavish, and they cover the essential healthcare needs.
Engagement activities include periodic town halls, team outings, and small-scale celebrations for festivals and milestones. Annual day events and recognition ceremonies are common, creating opportunities for social bonding. Engagement is more grassroots than polished—teams organize lunches, small off-sites, and sports events rather than large corporate extravaganzas.
Remote work support is limited and role-dependent. Production and plant roles require on-site presence. Office and engineering functions may offer hybrid or occasional remote days, but the company maintains a preference for working on-site, especially for roles that require collaboration with production teams. Technology support for remote work is adequate but not heavily invested in compared to fully remote-first companies.
Typical working hours are eight to nine hours for office roles, with standard shift patterns for manufacturing. During peak delivery periods or product trials, employees may work additional hours. Overall, the average working hours are within industry norms and are compensated according to company policy.
Attrition is moderate and varies by department; technical shop-floor roles tend to have lower turnover than some corporate positions. The company has not had a widely reported history of large-scale layoffs in recent years. There have been occasional reorganizations to improve efficiency, but these were usually limited in scope.
On balance, this is a solid employer for people seeking stable, hands-on manufacturing and engineering experience. You will find a dependable environment with practical learning, reasonable benefits, and clear expectations. For those prioritizing high pay, top-tier training budgets, or extensive remote flexibility, there may be better fits elsewhere. Overall rating: 3.7 out of 5 — reliable, practical, and team-oriented.
Read authentic experiences from current and former employees at Velankani Electronics
Flexible hours and decent benefits.
Leadership communication could be better; decisions sometimes feel top-down without team input which affects morale.
Supportive manager, good learning opportunities
Salary below market, promotion process is slow some times.
Hands-on workplace, clear SOPs.
Long shifts during peak seasons. Management tends to hire externally for senior roles rather than promoting trained internal staff.
