Ask anyone new to the heavy equipment industry what they’re looking for, and the answer is usually the same: stability, growth, and the chance to do meaningful work. At Liebherr, those opportunities are built in.
From apprenticeships to leadership roles, the company has created a culture where people don’t just work with cranes and machinery – they build lasting careers.
Most people recognise Liebherr for its cranes or excavators, but the brand stretches far wider. With business interests in mining, construction, aerospace, refrigeration, and even hotels, Liebherr is one of the world’s most diverse industrial groups. For employees, that diversity is a source of confidence.
“Because of the diversity within our company, we are somewhat protected. Not against everything, of course, but having so many different industries in play ensures our people feel secure,” said Andrew Wilder, the General Manager of Maritime & Construction Cargo (MCC) division in Australia.
Dino Mosca, the National Service Manager of the Mobile and Crawler Crane division, echoed the point. “It’s a big company, and there are many opportunities for people within the business. We recruit purely for the long term. People generally come for a career, not just a job,” he said.
Employee loyalty is a hallmark of Liebherr in Australia. Staff tenure across its divisions outpaces the national average, with many employees staying for more than a decade.
“Our average employee tenure might say four years, but if you take out those who’ve joined recently, the average quickly climbs to six or eight years,” Andrew said. “Longevity is built into the culture here. Many of us, myself included, have been with the company for over a decade.”
That retention is not by chance. Both leaders point to the balance of global scale and local independence. “What differentiates us is our ability to act independently,” Andrew said. “We can make decisions quickly for the best interests of our team and our customers. That flexibility makes a big difference.”
For Dino, the appeal is in the small-team structure. “We’re a large division, but we’re broken down into smaller groups where you have that close relationship among your team. It’s a good culture, and it’s one of the biggest reasons people stick around,” he said.
Climbing the career ladder
Liebherr places strong emphasis on developing talent internally. Dino said that starting as an apprentice is often the best way to progress. “We have many team members who’ve moved from apprenticeships into leadership positions. With roles like service coordinators or technical advisors, it’s critical to start with that foundation of product knowledge,” he said.
Andrew highlighted similar stories in his division. “We’ve got people who started in junior roles and are now in management. Even if they move between divisions, they remain within Liebherr. That continuity means we don’t lose talent, and people know they can grow with the company,” he said.
For staff, career growth is supported by extensive training. Technicians frequently travel to Liebherr factories in Germany, Austria, or Ireland for advanced programs, sometimes spending weeks overseas.
“We invest heavily in training packages. Our technicians may travel once or twice a year to complete specialised courses,” Dino said.
The focus is on equipping people not only for their current roles but also for future opportunities. “Even if someone wants to step off the tools and move into training or technical advising, we support that,” Dino said.
Opportunities with variety
Not every career path looks the same, and Liebherr’s global and sizeable local presence means there is space for different lifestyles. In the maritime sector, for instance, some roles involve offshore work – flying out by helicopter and spending weeks at sea.
“It’s well-paid and offers a unique lifestyle. For those who want travel and variety, it’s a great fit,” Andrew said. For others, the appeal is in transferring between divisions. Employees have moved from apprenticeships in workshops to technical advisory, or from mobile cranes into sales. That flexibility, according to both leaders, keeps careers dynamic and ensures employees remain within the company.
Looking ahead
As the industry evolves, Liebherr is preparing for new kinds of roles. Andrew sees opportunities in training and technology. “We need to empower customers as much as possible, and training roles are a way for experienced technicians to step off the tools. There’s also the technology side – artificial intelligence is becoming part of our business, and that’s an exciting opportunity,” he said.
Dino added that whatever the role, the company’s culture remains the constant. “When you come on board, you’re part of the family. We’re not delivering services that make people instantly happy – we’re solving problems. That takes the right kind of team, and people here genuinely want to stick around and help,” he said.
Liebherr’s machines are recognised worldwide, but behind them is a workforce that reflects the company’s values: stability, growth, and commitment. By combining global resources with local independence, Liebherr has created an environment where people don’t just work, they thrive. For anyone considering a career in cranes, mining, maritime, or beyond, Liebherr shows that the heavy equipment industry isn’t just about machines. It’s about people, and the futures they can build.
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