Watlow Electric Manufacturing Jobs & Careers

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3 days ago

OPMAINT - Maintenance Mechanic III – new

Watlow Saint Louis, MO +2 locations

Repair and installation of complex pipes and plumbing that carry gas, water, air or misc. hydraulic oils. Repair and installation of complex… Glassdoor

30+ days ago

Engineer II - Computational Engineering

Watlow Fenton, MO

Perform finite element analysis (FEA) and computational fluid dynamic (CFD) analysis on complex systems and assemblies. Analyze steady state and… Glassdoor

30+ days ago

Process Engineer II

Watlow Columbia, MO

Interprets market/customer requirements and define appropriate manufacturing process specifications Develops, executes, and monitors project plans… Glassdoor

30+ days ago

Sr. IT Applications Systems Analyst

Watlow Saint Louis, MO

Analyzes business procedures, needs and problems where appropriate configure applications to support requirements, or develop custom interfaces… Glassdoor

2 days ago

Technician II – new

Watlow Winona, MN

/Activities Troubleshoot to component level on printed circuit boards Troubleshoot/repair problems using specialized test equipment/software programs… Glassdoor

Watlow Electric Manufacturing Reviews

26 Reviews
26 Reviews
Rating Trends

Recommend to a friend
Approve of CEO
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Peter T. Desloge
15 Ratings

    Watlow is a good company!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Operator II in Columbia, MO
    Former Employee - Operator II in Columbia, MO

    I worked at Watlow Electric Manufacturing as a contractor (less than an year)


    Good pay, salary and shift hours.


    The leadership team need to work on improving on how they operate their production/operator lines.

    Advice to ManagementAdvice

    A temp employee should be treated equal to a full time employee. A full-time employee will always win over a temp employee. I witnessed temps including myself left jobless when management takes their word against the temps. Gather all the facts, witnesses, do not discriminate, use no injustice and judge fairly before ending a temps assignment. A temp shouldn't have to pay because you don't want to pay unemployment for your jobless full time employee.

    No opinion of CEO

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