Baldor Electric Jobs

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30+ days ago

Manufacturing Engineer (Winding)

Baldor Electric United States

include, but are not limited to the following: • Plans and performs routine and complex assignments related to the manufacturing of mechanical… Baldor Electric

30+ days ago

Manufacturing Engineer

Baldor Electric United States

/duties include but are not limited to the following: • Drive continuous improvement of manufacturing process capability, safety, standard cost… Baldor Electric

30+ days ago

Sales Engineer

Baldor Electric United States

include but not limited to training, maintaining our existing customer base, and increasing sales by calling on distributors, OEMs, engineering firms… Baldor Electric

30+ days ago

Custom Order Engineer - Gearing

Baldor Electric United States

will include, but are not limited to the following: • Provide customer support on the CST and MagnaGear product lines. • Communicate with… Baldor Electric

Baldor Electric Reviews

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Baldor Electric President & CEO Ronald Tucker
Ronald Tucker
28 Ratings
  • Helpful (2)

    Company Does Not Have Hourly Employees In Mind

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Machinist in Old Fort, NC
    Former Employee - Machinist in Old Fort, NC
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I worked at Baldor Electric full-time (More than 5 years)


    In this economy, it's at least a paycheck to keep you going until you can find a better job.


    At the location I worked at, pay is extremely low for the type of work being done. They have a hard time hiring machinists with technical degrees because they would not work for the wages Baldor paid. Despite setting record profits the last two years, Baldor refuses to give a raise that keeps up with the cost of living. Morale was low among the senior hourly employees. This is due to the fact that they are passed up for promotions that they were easily qualified for. Most all of the jobs posted have inflated prerequisites. To the employees I worked with, it seems this practice was adopted to shut them out of a promotion. In most cases, the people given promotions had not worked there long enough to reach top pay on the entry level job they were hired for. An example of this is a temp that was hired full time and promoted to salary a week later over people with years of seniority that were just as qualified. Another example is an employee who could not get moved to a higher pay grade because of poor job performance, but was promoted to a salary position a couple of weeks later. Favoritism is also a concern. An example of this is a friend of a member of management that was hired in full time over temps that have been there a number of months, some over a year. Those temps were told they would be hired in after six months, and now some have worked close to fourteen months with no job offer.

    Advice to Management

    I'm not exactly sure that any advice will be taken seriously, since the things I've described have been going on for a long time and it seems there's no intention of stopping it. Baldor has let middle and upper management put the location I worked at on this course, and it would take drastic and immediate changes to convince senior employees that this is the same place of employment that they came to so many years ago. It seems that the culture that management covets so much is only expected to be practiced by hourly employees. Management needs to take a look at those surveys that workers fill out. When people put on them that they are dissatisfied with pay and agree that favoritism is a problem, you better believe that there's actually a problem. You can bet if something doesn't happen soon and the economy picks back up, all of your experience and productivity is going to walk right out the door.

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