DEKRA North America Career Growth & Development

Key Insight for Candidates

• Training & Education Access: Training and e-learning tailored to individual development goals, along with education assistance and internal training, are highlighted as core offerings. Programs span areas like occupational safety, transportation, industrial production, information security, and sustainability.
• Leadership Development: A global talent-review and succession process identifies potential leaders and aims to fill most leadership vacancies internally. Mentoring, leadership programs, and the International Advancement Program prepare employees for future management roles.
• Internal Mobility: Employees in good standing can apply for internal roles, and examples show progression from entry-level positions into higher management. A technical career ladder with individualized development plans further supports movement into broader responsibilities or new specialties.

• Limited Mobility: Smaller regional offices and hourly or field roles are often described as having few avenues for advancement. Localized or contract positions can face hurdles when seeking upward moves.
• Opaque Promotions: Promotions and management openings are portrayed as occasionally favoring pre-existing internal cliques or external hires depending on the division. Promises of advancement can go unfulfilled, undermining confidence in the process.
• Unclear Advancement: Pathways for internal growth vary widely by department, location, and management, reflecting non-uniform practices across acquired entities. A lack of structured promotion pathways in some areas makes next steps harder to navigate.