Mallinckrodt Pharmaceuticals

Mallinckrodt Pharmaceuticals Jobs & Careers in Raleigh, NC

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3 days ago

Engineering Co-op

Mallinckrodt Raleigh, NC

OF POSITION : Co-op/Intern will work with Process Engineers to complete projects in process improvement, equipment upgrades, controls upgrades, cost… Glassdoor

3 days ago

Sr. Process Engineer

Mallinckrodt Raleigh, NC

Transfer of processes from Research and Development and other sites to manufacturing in the Raleigh Site. Design, propose, and execute equipment and… Glassdoor

3 days ago

Sr. Training Specialist

Mallinckrodt Raleigh, NC

OF POSITION: Training Specialist is responsible for developing, managing, conducting and supervising training and development programs for all site… Glassdoor

3 days ago

Hospital Sales Specialist

Mallinckrodt Raleigh, NC

• Meet or exceed all established territory sales plan and expense plan goals and objectives, by developing and implementing strategies specific to… Glassdoor

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Mallinckrodt Pharmaceuticals Reviews

41 Reviews
41 Reviews
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Mark Trudeau
22 Ratings
  1. 2 people found this helpful  

    Top Heavy with middle management

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Production Employment in Raleigh, NC
    Former Employee - Production Employment in Raleigh, NC

    I worked at Mallinckrodt Pharmaceuticals full-time (more than 8 years)


    Good entry level into pharmaceutical manufacturing. Management has found a way to produce the company's product with fewer people.


    Very political management from Production Supervisors to Corporate Staff. Management is to busy trying to cover themselves and place all blame on production employees. Management needs to find a genuine way to boost moral. Management does not value production employees, especially older employees. Management does not listen to experienced personnel and purchases incorrectly designed, substandard, barely operable equipment and shortcuts validation of installation qualification and operational qualification, placing inoperable equipment into production before it can be redesigned to work.

    Advice to ManagementAdvice

    Upper local management needs to take control back from non qualified middle management. Upper management needs to make a genuine effort to reward hard working employees and retrain or dismiss lazy unproductive employees. HR needs to be cognizant of what the company makes, how it's made and who is actually making it. Wages need to be standardized for each level of careers and employees need to know that when new hires are brought in at max rate their rate will increase by the amount above bottom rate the new hire was brought in at.

    Doesn't Recommend
    Negative Outlook

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