- About Continental AG
- Corporate Culture
- Work/Life Balance
- Equal Opportunity
- Renumeration & Provisions
Brake systems, powertrain and chassis systems and components, instrumentation, infotainment solutions, vehicle electronics, tires, and technical elastomers are just a small cross-section of Continental’s broad product portfolio.
Continental sees itself as an innovation-oriented technology corporation and is among the leading suppliers to the automotive industry worldwide. The corporation employs some 167,000 employees at nearly 200 locations in 46 countries, and generated sales of over €30 billion in 2011.
In recent years, the corporation has undergone dynamic change, growing on a global scale, not least as a result of various acquisitions, and thus taking on an ever greater position in global competition. A fundamental experience that the corporation has gained throughout this process of change is what a decisive role corporate culture plays. Issues such as “sustainability”, “forward-looking innovations” and “profitable growth” have consequently been pushed closer to the fore.
The corporation makes individual mobility safer, more comfortable, and more sustainable. With its core competencies, products, and services, Continental, together with its customers, improves the safety, comfort and enjoyment of driving. The corporation’s products, technologies and processes help make a significant contribution to sustainable mobility.
Its employees in particular are what make Continental strong. The corporation expects commitment and strength of purpose from its employees. It rewards excellence and creates the working conditions required to enhance and foster quality performance. It promotes devotedness, qualifications, education and training, flexibility and loyalty as a matter of course. A great deal is invested in the workplace in all areas of the corporation. The corporation is committed to providing healthy working conditions and ensuring safety in the workplace. Everyone at Continental enjoys equal opportunity, regardless of age, nationality, gender, religion, race or sexual orientation.
As a driver of innovation, Continental is on the leading edge of technology. This kind of top position can only have a sound basis if the people who stand behind this company have the opportunity to develop their ideas in an environment that inspires and motivates. An environment characterized by competence, cooperation and progress. Worldwide. We call this “corporate spirit”. Deciding factors for this corporate spirit are:
- A culture of high performance
This is what drives the actions of each individual and all teams worldwide. At Continental you can expect more, because everyone expects more from themselves.
- Striving for the best
Each individual on their own is responsible for not simply accepting second best.
- Cooperation and teamwork
Flat hierarchic levels, open-mindedness and respect characterize our work as a part of a worldwide network.
- Responsibility and management
Executives should lead cooperatively and encourage individual responsibility.And everyone must be willing to be measured by his or her own actions.
- Learning and knowledge management
Our employees believe in the principles behind learning throughout their lifetime. We provide access to knowledge at every level of our company.
A balanced relationship between professional and personal life not only helps to reduce stress for an individual. It in itself is what greases the wheels for a company’s long-term economic success. Active, fit and motivated employees are the prerequisite for a “healthy”, a better company.
So, the intention of Continental’s activities in this area are by no means altruistic. Everyone benefits from a balance between work and life. It is the basis for creating a classic win-win situation. And, the programs we offer to this end are just as extensive and varied. For example:
- Sports events such as the international Conti-Running-Day
- Wellness events for health topics
- Culture weeks for defined countries with events and activities to match
- Networks for certain interest groups
- Programs for parent leave
- Children’s day care
- Social services
A company that does business on a world stage simply must have a multicultural mindset. For Continental, this is more than a basic condition. It is our opportunity to expand entrepreneurial perspectives and in doing so to participate in international markets up close and “from the inside out”.
This is one reason why individuals from all nationalities are welcomed by us, irrespective of their age, gender, origin, sexual orientation or bodily impairment. Decisive is only the applicant’s skills and potential. Equal qualifications are required from all. A selection is made based on an objective qualitative evaluation only.
What we offer our employees: Good money for good work
In terms of remuneration, we pursue the principle of good payment for good performance. Therefore, variable remuneration elements are playing an increasingly important role – and not just for top management. We are attempting to strike a balance between the goals of wealth creation and Continental's success on the one hand, and the remuneration of our employees on the other hand.
We know that challenging tasks, a good working environment and a secure job are truly central factors in selecting an employer nowadays. In addition, we offer our employees attractive remuneration structures – and one which apply worldwide as well. As a result, we offer the employees in our German plants not only a fixed salary component but also additional payments such as holiday pay and a Christmas bonus. But that is not all: as part of group working, employees receive additional remuneration if the targets are met. The criteria involved are, for example, reducing scrap or downtimes, as well as optimizing quality.
Security in retirement also
The system of old-age provision is facing great challenges, and not just in Germany. The demographic structural changes are increasing the pressure on the state pension systems – and in many markets in which Continental operates. It is therefore natural that company and private pension schemes have become more important.
Our international pension strategy is focusing on switching from defined benefit to defined contribution plans in order to offer both employees and the Company a sustainable and readily understandable pension system.The corporation promotes private contributions made by employees by adding corporate subsidies to the money they invest. The company also encourages employees to participate in a “pay conversion” scheme. The employee relinquishes part of their pay, which is then invested by the employer in the company pension scheme.
- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Continental full-time for more than 3 yearsPros
- Market leader in many automotive segments worldwide
- Job securityCons
- Complex team structure, Top heavy organization
- Avg / Poor salary compared to market conditions
- No real learning
- Very less career growth options
- No communication
- No Organizational VisibilityAdvice to ManagementAdvice
- Give freedom to execute ideas...Doesn't RecommendPositive OutlookNo opinion of CEO
Getting an Interview
Getting an Interview
- Application Details
I applied through a recruiter. The process took 6 weeks - interviewed at Continental in December 2012.Interview Details
Got in, they gave me a tour of the floor I was to work on, asked me some technical questions, none were very difficult though. After the interview I was told that it would take a week to get a response. Over a month passed and no word in regards to the position. After all hope was lost I got the call with the job offer. They were extremely nice in both the interview and hiring process, the only issue being that waiting time.Interview Questions
Negotiation DetailsIt was my first job, I didn't negotiate.Accepted OfferPositive ExperienceEasy Interview
- Three words to describe myself best. It was my first interview and I never really expected that question to actually be in the interview. Answer Question
With sales of €32.7 billion in 2012, Continental is among the leading automotive suppliers worldwide. As a supplier of brake systems, systems and components for powertrains and chassis, instrumentation, infotainment solutions, vehicle electronics, tires and technical elastomers, Continental contributes to enhanced driving safety and global climate protection. Continental is also an expert partner in networked automobile communication. Continental currently has almost 175,000 employees in 46 countries.