How to Apply to Dana Spain

16 min read Last updated April 20, 2026 1 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Dana Incorporated Espana is the Spanish footprint of Dana Incorporated, a Maumee Ohio headquartered NYSE-listed Tier 1 supplier with roughly 10 billion US dollars in global revenue and approximately 38,000 employees, with around 1,500 employees in Spain across Burgos, Vigo, and Vitoria-Gasteiz.
  • Burgos is the key Spanish manufacturing plant for axles and driveshafts, while Vigo and Vitoria-Gasteiz anchor commercial vehicle and aftermarket operations within the Castilian, Galician, and Basque industrial clusters.
  • Apply through dana.com/careers, the Dana global career portal powered by SAP SuccessFactors Recruiting, which handles all Spanish and global postings on a single backend.
  • Dana competes against ZF Friedrichshafen, GKN Driveline now part of Dowlais, Magna Powertrain, Linamar, Meritor now part of Cummins, and Spanish regional driveline specialists across light vehicle, commercial vehicle, and off-highway segments.
  • The 2024 to 2025 Dana cost discipline program targeting roughly 200 million US dollars in structural savings and the announced 2.7 billion US dollar sale of the Off-Highway Drive and Motion Technologies business to Allison Transmission shape every conversation about Spanish site roadmap and product mix.
  • Hiring is concentrated in light vehicle electrified driveline including the Spicer Electrified eAxle line, commercial vehicle on-highway axle and driveshaft, manufacturing engineering, quality, and supply chain, while certain off-highway product lines are in transition to Allison ownership.
  • Spanish at C1 or native is the baseline for site-based Burgos, Vigo, and Vitoria-Gasteiz roles, English at B2 or higher is required for any global interaction with Maumee Ohio or European regional functions, and the convenio colectivo del sector del metal sets the compensation floor and working time framework.
  • CCOO Federacion de Industria and UGT FICA are the dominant unions across Dana Spain sites with ELA and LAB present in the Basque Country, the comite de empresa has formal information and consultation rights, and the works council step typically adds one to two weeks between verbal offer and signed contract.
  • Expect a four to seven week process from application to signed offer, with two to four technical and behavioral rounds plus the works council information step, and treat the Allison divestiture honestly in your application by targeting protected investment areas and asking direct questions about your future product line.

About Dana Spain

Dana Incorporated Espana is the Spanish operating footprint of Dana Incorporated, a Maumee, Ohio-headquartered Tier 1 automotive supplier listed on the New York Stock Exchange under the ticker DAN, with global revenue in the neighborhood of 10 billion US dollars and roughly 38,000 employees worldwide as of fiscal year 2024. Dana traces its history to 1904, when Clarence Spicer founded the Spicer Universal Joint Manufacturing Company in New Jersey to commercialize the universal joint that would become a foundational driveline component for the modern automobile, and the company has spent more than 120 years building deep engineering capability in axles, driveshafts, transmissions, sealing systems, thermal management, and more recently in electrified driveline subsystems. In Spain Dana employs approximately 1,500 people across three principal sites: a major manufacturing plant in Burgos that anchors Spanish production of light vehicle and commercial vehicle axles and driveshafts, a commercial vehicle and aftermarket operation in Vigo in Galicia that serves heavy duty truck and off-highway customers in southwestern Europe, and a complementary commercial vehicle facility in Vitoria-Gasteiz in the Basque Country that supports the dense auto-tier-1 cluster around Mercedes-Benz Vitoria and the Basque industrial supply chain. Dana sits in a fiercely competitive segment of the Spanish auto industry alongside ZF Friedrichshafen, GKN Driveline now part of Dowlais Group, Magna Powertrain, Linamar, Meritor now owned by Cummins, American Axle, and a long tail of regional Spanish driveline specialists. The company supplies Stellantis, Ford, Renault, Iveco, Volvo Trucks, Daimler Truck, CNH Industrial, John Deere, Caterpillar, and a long list of off-highway, agricultural, and construction equipment OEMs. The strategic backdrop in 2026 is the same transition reshaping every Tier 1 driveline supplier in Europe: combustion driveline volumes are declining as European OEMs ramp battery electric platforms, and Dana has responded with the Spicer Electrified product line, including integrated eAxles and electrified driveshafts, with significant engineering investment but a slower commercial ramp than originally projected. Through 2024 and 2025 Dana under chief executive officer Bruce McDonald executed a multi-year cost discipline program focused on roughly 200 million US dollars of structural cost reduction, portfolio rationalization, and a strategic review of the off-highway segment that culminated in 2025 with the announced sale of the Off-Highway Drive and Motion Technologies business to Allison Transmission for approximately 2.7 billion US dollars, a transaction expected to close in 2026 subject to regulatory approval and that materially reshapes Dana's portfolio toward light vehicle and commercial vehicle on-highway driveline. For Spanish candidates this matters because the Vigo and Vitoria-Gasteiz commercial vehicle operations sit on the on-highway side that Dana is keeping and investing in, while certain off-highway product lines historically associated with the Dana Incar legacy in Spain may transition to Allison ownership during the closing process. Candidates evaluating Dana Spain in 2026 are joining a 120-year-old American multinational in the middle of one of the largest portfolio moves in its history, with a Spanish footprint that is meaningful by headcount, embedded in the Castilian and Basque automotive clusters, and shaped equally by Dana's global Maumee strategy and by the Spanish industrial relations framework of CCOO, UGT, and the convenio metalmecanico.

Application Process

  1. 1
    Start at dana

    Start at dana.com/careers, the global Dana career portal, which is powered by SAP SuccessFactors Recruiting. The same SuccessFactors instance hosts every Dana opening worldwide, including Burgos, Vigo, and Vitoria-Gasteiz roles, so applying through any country-specific landing page or LinkedIn link routes back to the same backend. Create a candidate account with a personal email address rather than a current employer email because the profile follows you across multiple applications.

  2. 2
    Filter for Spain at the country level and then narrow by city to Burgos, Vigo, o

    Filter for Spain at the country level and then narrow by city to Burgos, Vigo, or Vitoria-Gasteiz. Dana posts roles in Spanish for site-based positions, in English for global functional roles or US and UK rotations, and occasionally in both languages for corporate functions that interface with Maumee Ohio. Read the language of the job posting carefully because it is a strong signal about working language for the role itself.

  3. 3
    Tailor your CV per posting in the language of the listing

    Tailor your CV per posting in the language of the listing. SuccessFactors parses your uploaded resume into structured fields, but the parser is imperfect with European date formats, Spanish education credentials, and bilingual content, so always review the auto-filled profile and correct it manually. A clean PDF in Spanish for site-based Burgos, Vigo, or Vitoria-Gasteiz roles, or in English for global functional roles, parses most cleanly.

  4. 4
    Include a carta de presentacion or cover letter for site-based roles

    Include a carta de presentacion or cover letter for site-based roles. For Burgos, Vigo, and Vitoria-Gasteiz positions a one-page Spanish carta de presentacion is expected by most hiring managers and HR business partners, especially for engineering and operations roles where local cultural fit is part of the assessment. For global English-language roles a concise English motivation letter is sufficient.

  5. 5
    Expect a recruiter screen within one to three weeks for active roles

    Expect a recruiter screen within one to three weeks for active roles. The first contact is typically a 20 to 30 minute Microsoft Teams call with a Spain-based HR Business Partner who confirms availability, salary expectations in euros gross annual, work permit status if applicable, language proficiency in Spanish and English, and willingness to travel to Maumee Ohio or other Dana sites for training and rotations.

  6. 6
    Prepare for two to four technical and behavioral rounds

    Prepare for two to four technical and behavioral rounds. Engineering and operations candidates typically face a deep technical interview with the Spanish hiring manager and a senior engineer, followed by a panel with cross-functional stakeholders such as quality, supply chain, program management, or manufacturing engineering. Roles with global scope add a final conversation with a Maumee-based or European regional director, frequently in English over Microsoft Teams.

  7. 7
    Plan for the works council step on permanent offers

    Plan for the works council step on permanent offers. Permanent hires at Spanish Dana sites trigger formal information procedures with the comite de empresa under Estatuto de los Trabajadores, with works council representation from CCOO Federacion de Industria, UGT FICA, and in some Basque sites ELA or LAB. The convenio colectivo del sector del metal applicable to the province sets the salary floor and benefits framework, and the works council step typically adds one to two weeks between verbal offer and signed contract.

Resume Tips for Dana Spain

recommended

Lead with concrete automotive driveline systems experience

Lead with concrete automotive driveline systems experience. Dana hires from the Spanish auto Tier 1 talent pool and from OEM alumni at Stellantis Vigo, Mercedes-Benz Vitoria, Ford Almussafes, Renault Valladolid, Volkswagen Navarra, and SEAT Martorell, so name the platforms, programs, axle architectures, and standards you have shipped against, including IATF 16949, APQP, PPAP, and ISO 26262 for any electrified driveline work.

recommended

Quantify program scope in OEM language

Quantify program scope in OEM language. State annual production volume, takt time, number of variants, lifecycle phase from concept through start of production, and your role in PPAP and APQP rather than generic project management framing. Spanish Dana hiring managers read CVs through a manufacturing engineering and program lens and expect specific volumes, scrap rates, and OEE figures.

recommended

Highlight electrified driveline depth if you have it

Highlight electrified driveline depth if you have it. The strongest 2026 demand at Dana globally is in the Spicer Electrified line, including eAxles, electrified driveshafts, gear sets for EV applications, thermal management for battery packs, and power electronics integration. Move these keywords to the top of your skills section if applicable, even for Spanish site roles that touch the EV roadmap.

recommended

List Spanish and English with concrete CEFR levels

List Spanish and English with concrete CEFR levels. For Burgos, Vigo, and Vitoria-Gasteiz site roles native or C1 Spanish is the working baseline, and B2 English is generally required for any role that interacts with Maumee, Toledo Ohio, or the broader Dana global engineering organization. C1 English is often expected for management, program, and customer-facing positions. List as Spanish nativo or Spanish C2, and English B2 or English C1 rather than vague conversational.

recommended

Use a clean European or Spanish CV format

Use a clean European or Spanish CV format. Two pages maximum for most engineers and operations professionals, three for senior managers or directors, with photo optional but common in Spanish CVs. Skip US-style summaries longer than three lines, include DNI or NIE only if requested by the recruiter, and put education before experience only if you are within five years of graduation from a Spanish university or politecnico.

recommended

Translate non-Spanish credentials clearly

Translate non-Spanish credentials clearly. If you hold a degree from outside Spain, add the Spanish equivalent in parentheses such as Ingeniero Industrial equivalente or Master en Ingenieria equivalente so that HR can map it cleanly to the convenio colectivo grupo profesional matrix used for compensation and the internal Dana job grading.

recommended

Cite tools and methods that Dana actually uses

Cite tools and methods that Dana actually uses. SAP for production planning and materials, Minitab for statistical process control, MATLAB Simulink for control engineering on electrified driveline programs, Catia V5 or NX for mechanical design, Teamcenter for PLM, JIRA or Polarion for ALM, and standard automotive quality tools including 8D, 5 Why, Ishikawa, FMEA, and Control Plans.

recommended

Acknowledge the Allison Transmission divestiture honestly

Acknowledge the Allison Transmission divestiture honestly. If you are applying to a role that touches the off-highway segment, mentioning in your carta de presentacion that you understand the announced sale to Allison and are evaluating the role with that context lands better than ignoring it. For on-highway commercial vehicle and light vehicle driveline roles in Burgos, Vigo, and Vitoria-Gasteiz that remain core Dana, signaling alignment with the Spicer Electrified roadmap is the stronger move.

Interview Culture

Interviewing at Dana Spain feels like a hybrid of American Tier 1 process discipline and Spanish industrial culture, which is a meaningful combination to understand before you walk in.

The American influence comes through in the SuccessFactors-driven application flow, the structured competency questions, the global behavioral rubrics imported from Maumee, and the expectation that English will surface at some point in the loop even for site-based roles, particularly if the position interacts with global engineering, finance, or supply chain. The Spanish layer comes through in the relationship-building tone of the early conversations, the genuine value placed on knowing the regional industrial ecosystem and the convenio metalmecanico framework, the comfortable formality of usted in early calls that often relaxes to tu by the second round, and the expectation that you understand the role of the comite de empresa in the employment relationship rather than treating it as a foreign concept. Engineering interviews go deep into your actual past work rather than abstract puzzles, and you should expect long, specific questions about decisions you made on prior axle, driveshaft, gear, or driveline programs, the trade-offs you navigated between cost, quality, weight, and NVH, and the failures you learned from on PPAP submissions, customer audits, or 8D investigations. Hiring managers in Burgos, Vigo, and Vitoria-Gasteiz are typically Ingenieros Industriales or Ingenieros Mecanicos with 10 to 25 years of Tier 1 experience, often with prior time at Mercedes-Benz Vitoria, Stellantis Vigo, GKN Driveline, ZF, Gestamp, or CIE Automotive, and they will probe inconsistencies politely but persistently. Soft-skill questions exist but are usually shorter and more concrete than in US interviews, focused on how you have handled cross-functional conflict between manufacturing, quality, and engineering, how you collaborate with OEM customer SQE teams during an audit, and how you have navigated the works council relationship during a process change or a temporary expediente de regulacion de empleo. Two cultural realities shape every interview at a Dana Spain site. The first is the Spanish industrial relations framework. CCOO Federacion de Industria and UGT FICA are the dominant unions across all three Dana Spain sites, with ELA and LAB present in the Basque Country at Vitoria-Gasteiz, the comite de empresa has formal information and consultation rights under the Estatuto de los Trabajadores, and the convenio colectivo del sector del metal applicable to the relevant province sets the salary floor, working time framework, and benefits structure. Candidates from non-union cultures should not treat this as bureaucratic friction but as a feature of how Spanish industrial firms operate, and showing that you understand and respect it earns immediate credibility with operations and HR leaders. The second is the ongoing global Dana portfolio review and the announced sale of the Off-Highway Drive and Motion Technologies business to Allison Transmission. Interviewers will not always raise it, but it sits in the background of every conversation, and it is entirely fair to ask directly about which Dana segment your role sits in, what the Spanish site roadmap looks like through 2027 and beyond, what funding or program commitments are in place for the specific product line, and how internal mobility works across Dana Europe if a role were to be affected. Honest interviewers will tell you which areas are protected investment zones, typically light vehicle electrified driveline, commercial vehicle on-highway axle and driveshaft, and aftermarket, and which are managed transition, in particular the off-highway product lines that are migrating to Allison. Burgos itself is a Castilian city of roughly 175,000 people with a deep industrial heritage including Bridgestone, Antolin, ITP Aero, and a strong Castilian Spanish working culture, well-priced housing relative to Madrid or the Basque Country, excellent public schools, and a manageable commute to Madrid by AVE. Vigo is the largest city in Galicia with roughly 290,000 people, anchored by the Stellantis Vigo plant which is one of the largest auto assembly facilities in Spain, with a distinctive Atlantic Galician culture, gallego as a co-official language though not required for Dana roles, and a strong maritime and industrial supply chain. Vitoria-Gasteiz is the capital of the Basque Country with roughly 250,000 people, anchored by Mercedes-Benz Vitoria and a dense Basque industrial cluster, with Euskera as a co-official language though again not required for Dana roles, a high quality of life consistently ranked among the best in Spain, and Basque-specific labor culture including ELA and LAB union presence alongside CCOO and UGT. Dress is business casual for interviews, more formal jacket and tie or jacket and blouse for director-level rounds, and meeting punctuality is non-negotiable. Decisions typically take three to five weeks after the final round because of works council information procedures and Maumee or European regional sign-off on senior roles, and offers arrive with a detailed contract package referencing the applicable convenio rather than a one-page term sheet.

What Dana Spain Looks For

  • Deep automotive driveline systems experience, ideally with shipped programs at an OEM or Tier 1 supplier and demonstrated ownership across the V-model from requirements through start of production, with specific exposure to axles, driveshafts, gear sets, or electrified driveline subsystems.
  • IATF 16949 quality management literacy, fluency in APQP and PPAP, comfort running 8D investigations and customer audit responses, and the ability to speak the OEM SQE language during a customer escalation.
  • Process maturity in Lean Manufacturing, Six Sigma, and continuous improvement frameworks, since Dana plants run structured improvement programs and OEM customers audit Dana sites against TPM, OEE, and scrap rate targets.
  • Hands-on competence with the specific toolchain of the role, whether that is Catia V5 or NX and Teamcenter for mechanical design, MATLAB Simulink for electrified driveline control, Minitab for SPC, or SAP for production planning and materials.
  • Spicer Electrified roadmap awareness, including eAxle architectures, electrified driveshafts, thermal management, and the integration challenges between mechanical driveline and power electronics, which is the strategic growth lane Dana is actively staffing globally.
  • Spanish at native or C1 level for site-based roles, English at B2 or higher for any global interaction with Maumee or European regional functions, and willingness to travel to Maumee, Toledo Ohio, or other Dana sites for training and program rotations.
  • Cultural fit with a 120-year-old American Midwestern industrial company that values long tenure, structured process, documented decisions, and respect for the Spanish works council and convenio framework rather than shortcuts that bypass either Maumee governance or the comite de empresa.
  • Long-term orientation and resilience to portfolio change, since candidates joining in 2026 are explicitly entering a company in the middle of the Off-Highway Drive and Motion Technologies divestiture to Allison Transmission and the multi-year Spicer Electrified ramp.

Frequently Asked Questions

What ATS does Dana Spain use and where do I actually apply?
Dana globally uses SAP SuccessFactors Recruiting, hosted through the dana.com/careers portal. Every Dana opening worldwide, including all Spanish roles in Burgos, Vigo, and Vitoria-Gasteiz, posts to the same SuccessFactors instance regardless of how you arrive. You will need to create a candidate account with a personal email, upload a CV, and complete a structured profile that the parser pre-fills from your PDF. SuccessFactors handles applications in dozens of languages and supports both Spanish and English postings. Recruiter agencies, LinkedIn EasyApply links, InfoJobs forwards, and third-party Spanish job boards typically route you to the same SuccessFactors portal, so applying directly is always the cleanest path and avoids duplicate profiles in the system.
What salary should I expect for an engineering or operations role in Spain?
Spanish Dana compensation in 2026 sits within the convenio colectivo del sector del metal framework applicable to the relevant province, with Dana adding a market premium for technical and management roles. For site-based engineering and operations positions, gross annual base typically lands between roughly 28,000 to 35,000 euros for entry-level Ingeniero Industrial or Tecnico graduates, 38,000 to 55,000 euros for experienced engineers and supervisors with three to seven years, 55,000 to 80,000 euros for senior engineers, plant managers, and program leads, and 80,000 to 120,000 euros plus for site directors and senior corporate functions. Most permanent contracts include the standard Spanish 14 pagas structure with summer and Christmas extra payments, variable bonus typically 5 to 15 percent depending on level and tied to plant or division KPIs, contribution to the standard Spanish meal voucher and health insurance benefits, and pension contribution where applicable under the convenio. Equity does not typically extend to Spanish site roles outside of senior global functions, since Dana is a US-listed company and stock grants are concentrated in Maumee and senior international leadership.
Is the Burgos, Vigo, or Vitoria-Gasteiz site the best fit for me?
Each Dana Spain site has a distinct character. Burgos is the major manufacturing anchor for axles and driveshafts, with the largest Spanish headcount, a Castilian Spanish working culture, well-priced housing, AVE rail connection to Madrid, and a deep industrial ecosystem including Bridgestone, Antolin, and ITP Aero that makes lateral mobility within Burgos straightforward. Vigo serves commercial vehicle and aftermarket customers, sits in the Galician Atlantic industrial cluster anchored by Stellantis Vigo, offers a distinctive maritime and Galician culture with gallego as a co-official language though not required, and benefits from a strong supply chain ecosystem in Pontevedra and northern Portugal. Vitoria-Gasteiz is the Basque Country site, supports commercial vehicle programs in close proximity to Mercedes-Benz Vitoria, sits in one of the highest quality of life cities in Spain, has Euskera as a co-official language though not required for Dana roles, and operates within Basque-specific labor culture with ELA and LAB unions present alongside CCOO and UGT. Choose Burgos for scale and central Castilian culture, Vigo for Galician commercial vehicle depth, and Vitoria-Gasteiz for Basque industrial proximity and quality of life.
How does the announced sale of Off-Highway to Allison Transmission affect my role?
Dana announced in 2025 the sale of its Off-Highway Drive and Motion Technologies business to Allison Transmission for approximately 2.7 billion US dollars, with closing expected in 2026 subject to regulatory approval. The transaction materially reshapes Dana toward light vehicle and commercial vehicle on-highway driveline. For Spanish candidates this means the Burgos light vehicle axle and driveshaft work, the Vigo and Vitoria-Gasteiz commercial vehicle on-highway operations, and the aftermarket business remain core Dana and are protected investment areas. Specific off-highway product lines historically associated with Spanish Dana operations may transition to Allison ownership during the closing process, and Allison has committed publicly to honoring existing employment relationships, but the practical implications for affected employees, including continuity of convenio coverage, works council representation, and benefit transitions, will be negotiated through Spanish information and consultation procedures with the comite de empresa during the integration. If your target role touches off-highway, ask directly during the interview which segment the role is mapped to post-closing, and confirm in writing as part of the offer process.
How important is English versus Spanish for working at Dana Spain?
Both languages matter for different reasons. Spanish at native or C1 level is the working baseline for all site-based roles in Burgos, Vigo, and Vitoria-Gasteiz, since the production floor, quality meetings, supplier conversations, works council interactions, and most internal Spanish documentation operate in Spanish. English at B2 or higher is generally required for any role that interacts with Maumee Ohio, the broader Dana global engineering organization, European regional functions, or international OEM customers, and C1 English is often expected for management, program, and customer-facing positions. Pure operator and entry-level technician roles may not require English, but any role with engineering, quality, supply chain, or program responsibility will involve regular English interaction with Maumee or European peers. Galician and Euskera are co-official languages in Vigo and Vitoria-Gasteiz respectively but are not required for Dana roles, and there is no expectation that international hires learn them, though local fluency is appreciated culturally.
How does the convenio metalmecanico and works council process work in practice?
Dana Spain operates under the convenio colectivo del sector del metal applicable to the relevant province, which is the standard collective bargaining agreement covering metalworking and automotive supplier employees in Spain. The convenio sets the salary floor by grupo profesional, the standard working time framework typically 1,750 to 1,800 hours per year depending on province, vacation entitlement, overtime rates, and the framework for shift work and weekend premiums. Dana adds a market premium on top of convenio minimums for most technical and management roles. The comite de empresa is the elected works council with formal information and consultation rights under the Estatuto de los Trabajadores articles 41, 47, 51, and related provisions, with representation from CCOO Federacion de Industria, UGT FICA, and in the Basque Country ELA and LAB. For new permanent hires the comite is informed of the hiring decision but does not block individual offers in normal circumstances. For collective measures including process changes, shift modifications, geographic mobility, or any expediente de regulacion de empleo, the comite has formal consultation rights with statutory timelines that the company must respect. Candidates should treat the comite as a normal feature of the Spanish industrial framework rather than an obstacle, and HR business partners will explain timing and process during the offer stage.
Does Dana Spain hire international candidates and support work permits?
Dana Spain hires international candidates for specialized engineering, program management, and senior corporate roles where the local talent market does not supply the specific skill set, particularly in electrified driveline engineering, advanced power electronics integration, and certain global program management positions. For EU and EEA citizens no work permit is required and the hiring process is essentially identical to that for Spanish citizens, with the standard Spanish empadronamiento, NIE registration, social security registration, and tax residency steps that the Spain HR team supports. For non-EU candidates Dana will sponsor work authorization for hard-to-fill technical roles through the Spanish highly qualified worker visa or through intra-company transfer if the candidate is already employed by Dana in another country, but the process takes typically three to six months and is reserved for genuinely scarce skill sets. Relocation packages for international hires typically cover removal, temporary housing for up to two to three months, Spanish language courses for the employee and spouse, and registration support, with specific terms negotiated as part of the offer. For most site-based engineering and operations roles in Burgos, Vigo, and Vitoria-Gasteiz the company prefers Spanish or EU candidates already in the local market because the role requires immediate Spanish working language fluency and embedded knowledge of the Spanish auto Tier 1 ecosystem.
How long does the Dana Spain hiring process take from application to start date?
Plan for four to seven weeks from application submission to signed offer for a typical Spanish site role, plus an additional two to eight weeks of notice period at your current employer depending on your contract type and seniority under Spanish labor law. The recruiter screen usually happens within one to three weeks of application for active roles, the technical and behavioral rounds typically span two to four weeks depending on hiring manager and panel availability and any required Maumee or European regional sign-off for senior positions, the verbal offer comes within one week of the final round, and the works council information step adds one to two weeks before the signed contract is issued. Notice periods in Spain are governed by your current employment contract and the applicable convenio, with 15 days standard for most permanent employees and 30 days or longer for management and senior technical roles. Total elapsed time from application to actual start date typically lands between two and four months, with the longer end more common for senior or specialized engineering hires that require Maumee or European director sign-off.
What is the office and shift culture like at Dana Spain sites?
Dana Spain operates the standard Spanish industrial pattern with meaningful site-by-site variation. Burgos as the manufacturing anchor runs multiple production shifts including morning, afternoon, and night shifts on the axle and driveshaft lines, with engineering and office staff typically on a single day shift starting between 7:30 and 9:00 and ending between 16:30 and 18:00 with a one to two hour lunch break, often with intensive jornada in summer that compresses to a 7:00 to 15:00 schedule in July and August. Vigo follows a similar Galician industrial pattern with shift work on the production lines and standard Spanish day shifts for office staff. Vitoria-Gasteiz aligns with the broader Basque industrial cluster around Mercedes-Benz Vitoria with comparable shift structures. Hybrid remote work has limited application to manufacturing-floor and operations roles where physical presence is required, but engineering, quality, supply chain, program management, and corporate functions typically offer one to two days of remote work per week subject to manager approval and operational needs, with the trend post-pandemic settling toward more office presence than during peak remote periods. Dress code is business casual for office staff and uniform with appropriate PPE for production and engineering personnel on the floor. Cafeteria service or meal voucher Ticket Restaurant or equivalent is standard, and most sites have on-site parking and reasonable access to public transport in their respective cities.

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