Department, Clothing & Shoe Stores · 10000+ Employees · Herzogenaurach, Germany
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PUMA is one of the world’s leading sports brands, designing, developing, and selling footwear, apparel and accessories. Founded in 1948, PUMA helps the world’s best athletes and teams perform at their best with its innovative products. Known for its iconic cat logo and the Formstrip, the company offers performance products in categories such as Football, Running and Training. Its Sportstyle collections are rooted in sports and inspire consumers by celebrating sports culture. With its long history and strong heritage, PUMA is proud of having one of the strongest archives in the industry, with many iconic products such as the Suede and the Speedcat. The PUMA Group owns the brands PUMA, Cobra Golf and stichd. The company distributes its products in over 120 countries, employs more than 20,000 people and is headquartered in Herzogenaurach/Germany. For more information, please visit https://about.puma.com.
Office locations
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Open roles tracked
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Posted last 7 days
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Posted last 30 days
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What employees say
+ Good work environment and good growth opportunities
− Moving up after a certain level is slow due to high retention
Recent Glassdoor reviews · 2,893 total
Pros: Good work environment and good growth opportunities
Cons: Moving up after a certain level is slow due to high retention
View on GlassdoorPros: best place to work, healthy work environments, supportive culture. great place to work 10/10
Cons: i was working in retail. hence that is the only cons as in retail its difficult to manage work life balance.
View on GlassdoorPros: Good benefits, decent exposure, builds your portfolio
Cons: The WORST management I've experienced, especially within PUMA India. Just a bunch of sadistic folks who peaked in high school. I worked in the Marketing team for over two years. During one of the HYROX events, while my parents were surviving in war-hit Dubai, they flew to Bangalore to see me because my father’s plant had been hit by a missile. My manager tried to guilt-trip me into not taking a two-day comp off. Not paid leave, but compensatory time off that I had already earned. The leadership in the creative team lacked empathy, true leadership, and, in my experience, demonstrated poor people management. The work environment took a significant toll on my mental health, and I eventually reached a point where I couldn't sustain it anymore. Communication from management was below par, expectations were unrealistic for the compensation, and employees were often made to feel undervalued. When I raised my concerns with the Marketing Director, I was told that the "organization could function without me" and threatened to fire me. That conversation only reinforced my decision to leave. To anyone considering joining: evaluate the team and the reporting structure carefully. A strong brand cannot compensate for poor leadership.
View on GlassdoorPros: Good culture Flat Org strucutre Good exposure to fashion footwear/Athleisure industry Good mentors
Cons: Compensation can better to match industry
View on GlassdoorPros: Good perks, flexible timings and work life balance
Cons: Salary could be better as compared to other companies
View on GlassdoorCompany review data sourced from Glassdoor.
Glassdoor salary estimates for top hiring roles · 3,931 salary reports on Glassdoor
| Role | Location | Median | Range (LPA) | Reports |
|---|---|---|---|---|
| Engineering | India | — | — – — | — |
Salary benchmarks are estimates from Glassdoor and may differ from individual job listings.
India-scoped Glassdoor interview reports · 55 total · avg difficulty 2.6/5 · 85 questions indexed
I had a positive exploratory call with hiring manager, where the role was described as an HRBP position with only light recruitment support. She specifically mentioned it was “stress-free” and that even interns handle hiring. This gave me confidence to proceed despite limited end-to-end TA experience. However, during the actual interview, the expectations shifted significantly the role was presented as needing aggressive hiring and scaling a new tech hub from under 10 to 150 employees in 9 months. The conversation focused heavily on high-volume talent acquisition, interview panel training, and rapid scaling. I showcased her my portfolio and skills in realtime which she appreciated and asked to share. She mentioned she would discuss with (HR Director) and set up the next round. Unfortunately, I was later informed that my profile was not moved forward.
Sample questions
Absolutely unprofessional. I had applied for an integration architect role. HR reached out to me stating for the role only X amount is budget is possible. Until now well and good . There were couple of mails back and forth post which HR stopped replying to mail. Literally ghosted . Never got to interview stage but given the way HR ghosted a potential candidate speaks length about the organisation and it’s culture. Would I recommend this place ? No .
The interview process typically involves application screening, HR round, technical assessments, problem-solving tasks, behavioral questions, managerial discussion, cultural fit evaluation, and final offer negotiation, ensuring alignment of candidate skills with organizational needs.
Sample questions
When one reaches the group discussion round, it felt like the results were pre decided as in they had already selected people who were already from Bengaluru. The group also seemed very badly mediated.
The PUMA interview process typically involves several rounds, starting with a screening call, followed by interviews with the hiring manager and potentially a team member, and ending with a final round with P&O representatives. Depending on the role, it may also include a case study presentation or assessments.
Questions reported by interview candidates on Glassdoor; edited for clarity. Not guaranteed to match your exact interview.
Top hiring roles: Engineering
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