Talent Attraction and Development

Our ability to deliver high quality and innovative products and solutions for our customers is only achievable through the talent, expertise, and dedication of our global team of over 23,000 employees. Our approach to talent attraction and development is centered on our commitment to ensuring we are continuously attracting the most qualified talent and then nurturing and cultivating their skills and leadership capabilities to support the global growth of our businesses.

Talent Attraction

We focus on attracting and recruiting skilled talent to meet the current and future needs of our global portfolio of businesses. We seek people who are proactive and dedicated, and share our commitment to the pursuit of operational excellence. Our culture aims to empower our people to feel agency in their work and make thoughtful decisions that benefit our customers by leveraging our scale, tools, and expertise. We continue to make significant investments in talent attraction, including in the areas of digital applications and operational management, and recognize that the growth and development of our employees is essential for our continued success.

As part of our talent attraction strategy, we partner with universities to support internship programs and pursue academic collaborations. Collaboration with students and interns complements the expertise of our workforce and helps us identify early career talent.


University Partnerships Spur Innovation

Dover Fueling Solutions (DFS) serves on the Advisory Council for the Masters of Science in Information Technology and Management at the McCombs School of Business at The University of Texas at Austin. DFS helps shape the program and participates in coaching and mentoring activities such as hackathons, internship programs, and capstone projects. At events like the DFS Hackathon, where students spent three days competing to develop the best computer programming solution to solve real world fueling technology challenges, emerging talent works with senior engineers to identify opportunities for DFS product leadership and innovation.


Make an Impact at Dover

We foster an operating culture with high ethical and performance standards that values accountability, rigor, trust, respect, and open communications, designed to allow individual growth and operational effectiveness. As a strong and unified family of diverse operating companies committed to taking care of our people, our communities, and our environment, Dover presents a unique opportunity for our employees to have an impact.

We believe that our employees take pride in the range of products we make, the varied markets we serve, and the opportunities and rewards we offer our people. Our employees have the opportunity to develop innovative solutions for our customers around the world that help the clean energy transition, reduce waste, and enable the circular economy—see our Innovation for sustainable products page for more information. This global reach affords our employees opportunities to have an impact and grow their skill sets.

We also provide our employees varied opportunities for Community engagement and philanthropy through The Dover Foundation, our operating companies, and volunteering with one of our many community partners.


Dover Digital Labs

Our Boston-based Dover Digital Labs serves as the company-wide hub for our digital initiative. The Dover Digital Labs team is driving digital transformation across our businesses:

  • E-commerce – offering more efficient and streamlined digital customer interfaces that make it easy to do business with Dover companies
  • Connected Products – developing value-add connected, sensorized, and software-augmented solutions built on top of our core equipment and component offerings
  • Digital Manufacturing – driving increased efficiency, safety, and quality in our manufacturing operations by employing cutting-edge automation and “digital factory” solutions

Workforce Development

We offer employees resources to continuously improve their skills and performance with the goal of further cultivating the diverse, entrepreneurial talent inside our global businesses to fill key positions.

We encourage our employees to take ownership of their career development by creating a system and structure that promotes career growth. Managers and organizational leaders provide ongoing support and guidance to help employees actively build their skills and engage in strategic development discussions. Resources to support the annual talent cycle include a goal setting and performance review process as well as the opportunity to complete a personal development plan to help guide employees in their career advancement.

We are committed to fostering the success of our future leaders by investing in career development programs focused on leadership growth and executive management training grounded by the Dover Leadership Competencies. A key leadership competency at Dover is self-awareness and personal development – out management seeks to promote leadership attributes that include accepting feedback and understanding and maximizing the strengths of teams for greater collaboration. Through our leadership competency training programs, we have been able to transform our new hires and rising talent into our next generation of leaders who grow with the company over time.

Our workforce development programs also aim to support the development of a continuous pipeline of skilled workers for tomorrow. By investing in apprenticeship and cooperative education (“co-op”) programs and establishing relationships with local partners, we ensure we are delivering on our commitment to developing the next generation of workers.

Building technical talent: PSG Blackmer

To address anticipated needs for specific technical talent like computer numeric controlled (CNC) machinists and machine repairers, Blackmer, a provider of pumps and compressors that is part of our Pumps Solutions Group, partners with a local community college to design classes specifically for its machinists and participates in an apprenticeship program. Blackmer’s approach allows it to provide opportunities locally and ensures continuity of technical talent.


Dover Leadership Development Programs

We have many formal professional development programs ranging from internship and rotational programs to executive leadership programs, including our:

  • IT Leadership Development Program for interns focused on business intelligence, application development, and cybersecurity
  • Supply Chain Development Program for new graduates focused on sourcing and procurement, materials and inventory management, and warehouse and logistics planning, and which features a two-year rotational leadership program consisting of three assignments across Dover
  • Dover Consulting Program that allows early career talent to serve as consultants on 3-6 month operational and commercial projects
  • Dover Executive Leadership Academy where current and potential future senior level leaders participate in a program that includes a mix of practical classroom training and a business-related capstone project
  • Foundations of Leadership program where leaders across all functions, most commonly manufacturing frontline leaders and managers, engage in a three-day, highly interactive experiential leadership training exercise