MRO shop worth being at - Recensione dipendente - Sr. Service Engineer presso StandardAero

4,0
11 apr 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The DFW site has a very good culture. They sponsor 5K participation, recognize anniversaries, sponsor major holiday lunches, host friendly competitions (e.g. cornhole & chilli cookoffs). Leadership is more than fair. I've worked at a different location in the company. In both, I've been happy with the work and teams. For someone that likes engineering, it's hard to beat working on aviation engines. The work is always interesting.

Svantaggi

There's some short comings mostly due to some of the shop letting quality items slip. That then impacts customer experience and more work coming to the shop. The financial standing is a bit shaky due to this. For what's it's worth, the quality escapes are not reflective of the company values. It has more to due from lacking tenue/experience on shop floor. There's a lot of local competition (GE, MTU, BP Aero, etc.) for aviation maintenance mechanics & techs. So there's been quite a bit of turnover there agitating the situation. Leadership is pushing for quality and slowing down production when there's any risk. They're in the process of implementing more support to counter this trend.

Esplora altre recensioni su StandardAero

5,0
24 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Very Supportive and good learning

Svantaggi

A bit slow with new tech

1,0
27 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

There are still many dedicated employees across the organization who care deeply about the work, customers, and results. Historically, the company benefited from strong institutional knowledge and a collaborative environment that supported operational success.

Svantaggi

In recent years, there has been a noticeable shift in culture and organizational approach following senior leadership changes. This included significant turnover and restructuring that affected both personnel and established processes. As a result, many long-standing practices and experienced team members were replaced or deprioritized quickly, and in some cases without fully retaining institutional knowledge that previously supported efficiency and consistency. This transition has contributed to a decline in morale and trust among portions of the workforce. Communication and employee engagement have also felt more top-down, and the organization has, at times, felt more disconnected from the operational teams who execute the day-to-day work.

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