Cochin Shipyard was incorporated in the year 1972 as a fully owned Govt of India company. In the last three decades the company has emerged as a forerunner in the Indian Shipbuilding & Shiprepair industry. This yard can build and repair the largest vessels in India. It can build ships upto 1,10,000 DWT and repair ships upto 1,25,000 DWT. The yard has delivered two of India’s largest double hull Aframax tankers each of 95,000 DWT . CSL has secured shipbuilding orders from internationally renowned companies from Europe & Middle East and is nominated to build the country’s first indigenous Air Defense Ship. Shipyard commenced ship repair operations in the year 1982 and has undertaken repairs of all types of ships including upgradation of ships of oil exploration industry as well as periodical lay up repairs and life extension of ships of Navy, UTL, Coast Guard, Fisheries and Port Trust besides merchant ships of SCI & ONGC. The yard has, overthe years, developed adequate capabilities to handle complex and sophisticated repair jobs. The Shipyard also trains graduate engineers to marine engineers who later join ships both Indian and foreign as 5th Engineers. 100 are trained every year.
Indicative process.Cochin Shipyard does not publish its hiring process. The stages below describe the pattern normally followed for this kind of role and employer – they are a general guide, not this company’s stated process, and they are not based on a published source. Rounds vary by role, experience level and year.
Cochin Shipyard recruits through official recruitment notifications rather than rolling hiring. The stages below are the pattern such notifications normally follow:
Official recruitment advertisement – Every intake is announced through a notification on the organisation’s own website, which states the posts, eligibility and selection method.
Online application – Within the window stated in that advertisement.
Written test / computer-based test – Objective, usually combining discipline-specific professional knowledge with general aptitude. Many notifications specify negative marking and minimum qualifying marks.
Shortlisting – Candidates are called forward in a prescribed ratio based on test marks.
Document verification.
Group discussion and/or personal interview – Depending on the post; the notification states the weightage each stage carries in the final merit list.
Because the pattern is fixed per advertisement, the notification for the specific post is the only reliable guide – always read it before applying.
(ESTIMATE, not a company-published figure — typical market range ₹16 L – ₹28 L/yr for this role in this sector (mid-size employer). Actual pay varies widely by location, skills and individual negotiation)
Senior Engineer
Experience: 5 - 8 years yrs
₹ 14 Lakhs/year
(ESTIMATE, not a company-published figure — typical market range ₹10 L – ₹18 L/yr for this role in this sector (mid-size employer). Actual pay varies widely by location, skills and individual negotiation)
Design / Production Engineer
Experience: 2 - 5 years yrs
₹ 8.5 Lakhs/year
(ESTIMATE, not a company-published figure — typical market range ₹6 L – ₹11 L/yr for this role in this sector (mid-size employer). Actual pay varies widely by location, skills and individual negotiation)
Graduate Engineer Trainee
Experience: 0 - 1 years yrs
₹ 4.8 Lakhs/year
(ESTIMATE, not a company-published figure — typical market range ₹3.5 L – ₹6 L/yr for this role in this sector (mid-size employer). Actual pay varies widely by location, skills and individual negotiation)
Log in with Google
Log in with LinkedIn
.jpg)
.jpg)
