At Stryker Corporation, 90 percent of employees say their workplace is great.



This review is based on 2806 employee surveys, with a 90% confidence level and a margin of error of ± 1.42. It was published on Sep 5, 2018. 43228 Visitors

What Employees Say

This is a physically safe place to work.
I'm proud to tell others I work here.
When I look at what we accomplish, I feel a sense of pride.
People here are given a lot of responsibility.
I feel good about the ways we contribute to the community.

What They Do

We asked Stryker Corporation to explain what they do. Here is what they had to say.

We are one of the world's leading medical technology companies and offer a diverse array of innovative products and services in Orthopaedics, Medical and Surgical, and Neurotechnology and Spine, which help improve patient and hospital outcomes. 

About this Company

Website: Industry: Manufacturing & Production
US Headquarters: Kalamazoo, Michigan, 49002 US Sites: 197
Major Locations: Kalamazoo/Portage, Michigan, 49002; San Jose, California, 95138; Mahwah, New Jersey, 07430; Redmond, Washington, 98052; Cary, Illinois, 60013; Fort Lauderdale, Florida, 33317; Flower Mound, Texas, 75028; Lakeland, Florida, 33815; Fremont, California, 94538; Allendale, New Jersey, 07401 US Employees: 17,122
US Revenues: $9,059 million Worldwide Revenues: $12,444 million
Employees Worldwide: 30,808 Corporate Structure: Public
Stock Symbol: SYK Founded: 1941

Stryker Corporation has been awarded:

Best Workplaces for Women 2018 (ranked 70)

Best Workplaces in Chicago 2018 (ranked 24)

Best Workplaces for Giving Back 2018 (ranked 22)

Best Workplaces in New York 2018 (ranked 4)

Best Workplaces in the Bay Area 2018 (ranked 9)

Best Workplaces in Manufacturing & Production 2018 (ranked 1)

We hire exceptional people, and they are the engine that drives us forward.

Perks and Programs

We asked Stryker Corporation to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • We support military veterans: In 2018, we introduced programming to support military veterans reentering the workforce. We held employee engagement sessions to understand the needs of these employees and, through their feedback, created an onboarding program geared specifically for employees who are military veterans or active military personnel. At the end of each course, employees receive the name of a person they can contact for more information on the topic covered in the class. We also have employees with ties to the military that help onboard new hires. These employees meet with the new hires and teach them about our culture and introduce them to others within the company, which creates a space to replicate the camaraderie and brotherhood found within the military. As of May 31, 582 of our employees are self-identified veterans, which is approximately 3.2 percent of our employee population in the U.S.
  • Our 401(k) plan exceeds market: Our 401(k) plan matches $0.50 for every dollar contributed by an employee, up to 8 percent of their eligible wages. We also have made a discretionary contribution to the 401(k) plan for the past 29 years. Employees who work a minimum of 1,000 hours and are employed on the last day of the previous year receive 7 percent of their salary and bonus into their 401(k) accounts regardless of whether they participate in the plan. This 7 percent, plus the employees’ own deferral, means that if employees defer 8 percent, the company will contribute an additional 11 percent company contribution. Our sales representatives receive a match equal to $0.50 for every dollar for up to 6 percent of their eligible wages, with no discretionary contribution.
  • We help children smile: We partner with Operation Smile, an international medical charity that provides free surgeries for people suffering from facial deformities such as cleft lip, cleft palate and other medical conditions. Our volunteer program allows employees to serve as non-medical volunteers during an Operation Smile mission trip. During a 7- to 15-day trip, depending on the mission and the need, employees provide support wherever Operation Smile needs assistance. From screening hundreds of patients and comforting them before and after surgery, to organizing medical records and taking before and after photographs, employees have unlimited opportunities to make a difference during one of these missions.
  • We support moms and dads: In January 2017, we introduced our new parental leave policy so moms and dads have more paid time off and flexibility with a new child. We developed the new policy based on feedback from employees throughout Stryker, including Stryker’s Women’s Network (SWN). The parental leave policy gives new parents four weeks of paid leave in addition to our short-term disability leave, family medical leave and/or state provided benefits. Employees can take this leave in one-week increments within the first year after a child joins their family, either by birth or adoption. If both parents work at Stryker, each parent is eligible for four weeks of paid parental leave.
  • We strive for wellbeing: Our interactive wellbeing program called Strive for Wellbeing has many components that encourage and help our employees to live healthy, happy lives. Strive for Wellbeing includes free biometric screenings, free flu shots, personalized wellbeing coaching and a variety of activity challenges that appeal to people in all stages of their wellbeing journey. The program uses a social media interface where participants can track their progress toward their health and wellbeing goals, sync their activities to their fitness device and share their experiences with other participants. Participants in the challenges earn points and receive incentives for each level they achieve. The program incentives have a total value of $825 for employees and $225 for spouses/declared domestic partners.
  • We save lives: On the brink of retirement, a senior inventory analyst experienced cardiac arrest while at work in February 2018. Colleagues around his work station heard him fall to the floor and immediately went into action. They quickly called 911, started CPR, and sprinted across the building to retrieve an AED, which delivered a single lifesaving shock that gave their colleague a second chance at life—a chance to retire later that year and spend time with his family. What the team did was nothing short of inspiring. In April, our employees, members of the Redmond Fire Department and Medic One Foundation attended an employee recognition and retirement ceremony where we recognized these employees for their heroic efforts to help save their colleague’s life. We also celebrated the recovered employee, who retired after 43.5 years of service.
  • We pay tuition reimbursement: We offer many internal and external options for employees to continue learning and developing throughout their careers. From internal training courses to tuition reimbursement for college courses to professional certifications, we cover all the bases. This past year, we paid over $4.6 million in tuition reimbursement. We reimburse all costs for books and fees and reward full-time employees who commit to achieving academic excellence by reimbursing them based on the grade they earn in each class. We pay up to $15,000 per employee per year, the third highest amount paid from a company recognized as one of Fortune’s 2018 100 Best companies.
  • We offer special benefits: In 2017, we added infertility treatment coverage to our UnitedHealthcare plans and provide education, counseling and infertility management access through the Fertility Solutions program. Employees also have access to a national network of premier infertility treatment clinics. Prior to implementing this program, we only covered diagnosis of infertility if there was an underlying medical condition. Our plan will continue to cover diagnosis and will also cover treatments such as IVF for most of our employees. We also cover gender dysphoria treatments, including psychotherapy, cross-sex hormone therapy, laboratory testing, and gender reassignment surgery.
  • We value employee engagement: We’ve used our annual company-wide employee engagement survey for more than 10 years—and as long as 25+ years in some of our businesses—to uncover important issues affecting our work environment. During the survey process, employees share feedback anonymously by answering questions on a five-point scale. Following the survey, managers receive scorecards for their teams and use them to discuss and create action plans. Teams walk through the engagement data, discussing areas where they are doing well and that could use improvement. Working with their teammates, employees create action plans that are specific to their teams’ needs and focus on the areas of engagement they want to tackle together. They then work on implementing these action plans throughout the year.
  • Employees discover their talents: We believe in discovering what makes people tick, then building on it. Our talent-based hiring and development practices ensure that our employees are able to do what they do best every day. Many new employees take an online CliftonStrengths survey, which reveals strengths across 34 themes of talent, based on instinctual, top-of-mind responses that are not likely to change over time. Employees may work with a certified strengths coach, who walks them through their results to help them understand and learn how to make the best use of their strengths, as well as enhance their performance and peer relationships. The coaches also work with managers to understand their team’s CliftonStrengths reports so they can better manage and coach them individually and as a group.


73% Company-paid health coverage for employees (for all full-time employees enrolled in the employee-only UHC Choice PPO plans. We cover a greater percentage if they enrolled in the alternate PPO plan or UHC HSA plans.) 73% Company-paid health coverage for dependents (for all full-time employees enrolled in the family UHC Choice PPO plans. We cover a greater percentage if only one dependent is enrolled, if they choose the alternate PPO plan or if they choose the HSA plans.)
68% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance
$6,900 Average Tuition Reimbursement


  • 401(k) or 403b Program
  • Stock options
  • Employee stock purchase plan (ESPP)
  • Restricted stock units
Our people like to succeed and are motivated by our mission to improve the lives of people around the world.


26 days Paid time off after one year of full-time employment 26 days Paid time off after one year of part-time employment
8 days Paid sick days after one year of full-time employment 8 days Paid sick days after one year of part-time employment
26 Days Paid time off as of first day of full-time employment 26 days Paid time off as of first day of part-time employment


  • Flexible schedule (1% use it)
  • Telecommute option (25% use it)
  • Job sharing (1% use it)
  • Compressed work weeks (1% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (We offer onsite cafeterias, onsite package/mailing service, onsite ATMs, personal travel service, discount programs on cars and computers, free beverages during the day, free parking, company branded clothes, outside dining, onsite biometric screenings and flu shots, dry cleaning services, lactation rooms, onsite gyms, fitness classes, and fitness trainers (some locations), special parking for new/expectant mothers, basketball and/or volleyball court (at some locations))


83 days Job-protected maternity leave (including FMLA/STD) 55 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Job-protected paternity leave (including FMLA)20 days Fully-paid paternity leave (does not include personal vacation or paid time off)*
$5,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)*
20 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.


  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

40 hours Paid time off to volunteer $30,200,000 Philanthropic donations in last year
$50,000 Total company-matched employee donations in last year Director, Social Responsibility Leads environmental impact team
Self-Conducted Environmental impact audit 7 LEED certified building(s)
Yes Sustainable commuting program Yes Renewable energy program
Yes Carbon offset program Yes Recycling program
Yes Locally-sourced food program


  • Vice President, Chief Human Resources Officer oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Speakers of English as a second language
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

We are committed to developing our employees and empowering them to deliver on our mission to make healthcare better.


Our employees are passionately driven to deliver remarkable results.

How to Get Hired

We asked Stryker Corporation for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We are looking for people who are passionately driven to deliver remarkable results and enjoy being part of a winning team. Because customers and patients are at the heart of everything we do, we strive for the best and go above and beyond to produce quality products. We offer vast opportunities to own your career, discover your strengths, and grow with our growing company based on your passions and interests. We aim to match the right person to the right role, and we are committed to employee engagement. We seek to build teams with diverse viewpoints, and our employees own and are fully involved in their work environment. 

What can prospective employees do to get your attention?

We encourage candidates to be themselves. When we interview, we look for individuals who want to work on a high-achieving team and can demonstrate their strong work ethic. They also should be caring people who can develop strong relationships with their teammates and our customers. People who are successful here are talented, humble, hardworking, results-oriented and driven to succeed. They fully embrace our mission and values. They go out of their way to help each other. They have a strong work ethic and are passionate about achieving goals. Integrity is a core value, and they are honest and ethical in all they do. If a candidate can show us evidence of these characteristics, then we would love to hear from them! 

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We are always searching for top talent that aligns with our core values—individuals who have demonstrated top levels of performance, accountability and integrity. We are currently seeking talented and qualified candidates for roles in engineering, finance, regulatory, clinical affairs, operations, quality, IT and many other areas. For a complete list of our open positions, visit our careers site at Join our talent network to enhance your job search and application process. 

What should interested candidates do to find out more and get started?

The best way to find out more about us or apply is to visit our careers site and search our job openings. You can search for jobs by location and/or role, as well as keywords such as title or job preferences. When you find a position you’d like to apply for, just click Apply Now. We invite you to apply to any position that interests you. You will receive an automatic message that confirms we have received your application.  Joining our talent network will enhance your job search and application process. By joining our talent network, you can create a profile and receive updates and new job postings. You can join our talent network by visiting our careers site. In addition, you can follow us on LinkedIn, Facebook and Twitter.     

hiring Outlook

5,750 Forecasted positions to fill in coming year 5% Job Growth
49 Average applicants per opening 193,991 Total job applicants
20% New hires by employee referrals 27% Openings filled by current employees
83 Recent graduates hired 9% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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