Working at Continental | Glassdoor

Continental Overview

Hannover (Germany)
10000+ employees
1871
Company - Public (CTTAY)
Manufacturing
$10+ billion (USD) per year
Continental develops intelligent technologies for transporting people and their goods. As a reliable partner, the international automotive supplier, tire manufacturer, and industrial partner provides sustainable, safe, comfortable, individual, and affordable solutions. In ... Read more

Company Updates

  • Industry meets philosophy: Our CEO Dr. Elmar Degenhart discusses the ethics of autonomous driving with philosopher Professor Rafael Capurro. http://glassdoor.com/slink.htm?key=vQ5Y7

  • We never stop using our ideas to shape the future as one Continental and we know that to create great technology, it takes great people. Be one of us and let your ideas shape the future!

    Continental Global Careers

    This global movie shows Continental as an employer, our values freedom to act, trust, for one another and passion to win as well as the topics we are working on together. Moreover it demonstrates our global claim "Let your ideas shape the future" and how this is translated in daily worklife.

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Continental Video

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Continental – Why Work For Us?


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 - Innovative, international, dynamic

Continental develops intelligent technologies for transporting people and their goods. As a reliable partner, the international automotive supplier, tire manufacturer, and industrial partner provides sustainable, safe, comfortable, individual, and affordable solutions. In 2016, the corporation generated preliminary sales of around €40.5 billion with its five divisions, Chassis & Safety, Interior, Powertrain, Tire, and ContiTech. Continental currently employs more than 220,000 people in 55 countries.

Continental is shaping the future of networked mobility

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.

Our employees are the key to success

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.


Remuneration systems

 








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.

In addition, there is an annual profit-sharing program for our employees worldwide. According to this arrangement, the employees of the Continental corporation benefit directly from the company's success in the form of a bonus.
























 

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.




Continental Reviews

3.7
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Continental Chairman Executive Board, Finance, Controlling, IT, and Law; Powertrain Elmar Degenhart
Elmar Degenhart
291 Ratings
  • Featured Review

    "Amazing company"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Recommends
    Positive Outlook

    I worked at Continental full-time (More than 3 years)

    Pros

    Great environment
    Many development opportunities
    Competitive benefits

    Cons

    As all multinational companies, it has some bureacracy

    Advice to Management

    Keep the close relationship with all teams, communication has improved but is still space to grow

See All 1,071 Reviews

Continental Interviews

Interview Experience

Interview Experience
65%
21%
13%

Getting an Interview

Getting an Interview
48%
13%
12%
10
6
5
3

Interview Difficulty

2.9
Average

Interview Difficulty

Hard

Average

Easy
  1.  

    Anonymous Interview

    Anonymous Employee in New York, NY
    Accepted Offer
    Positive Experience
    Average Interview

    Application

    I applied through a recruiter. The process took 5 days. I interviewed at Continental (New York, NY).

    Interview

    the process was a good experience and there was a case interview face to face and a final presentation. the question was huge and the interviewee needed to define the scope.

See All 334 Interviews

Continental Awards & Accolades

  • Forbes magazine’s list of America’s Best Employers (267), Forbes Magazine, 2015
  • Best Place to Work, South Carolina Chamber of Commerce, 2012
  • Top Company, Kununu, 2012
  • Fair Company, Berlin Labor Cour, 2011
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