Agilent Technologies Reviews

Updated April 24, 2015
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  1. Helpful (1)

    Agilent: Old School HP + New School Mismanagement

    • Comp & Benefits
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Software Engineer in Liberty Lake, WA
    Former Employee - Software Engineer in Liberty Lake, WA

    I worked at Agilent Technologies

    Doesn't Recommend
    Disapproves of CEO
    Doesn't Recommend
    Disapproves of CEO

    Pros

    They pay you in money.

    Cons

    Diminishing opportunities. Penny pinching to the point of failure.

    Advice to Management

    Think outside the box. Think long term.

  2. Helpful (2)

    its a job, not a career

    • Comp & Benefits
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Technician
    Current Employee - Technician

    I have been working at Agilent Technologies

    Doesn't Recommend
    Disapproves of CEO
    Doesn't Recommend
    Disapproves of CEO

    Pros

    -there are some good people left here if you can find them
    if you find one, i'm told their guidance is priceless for navigating the politics

    Cons

    -politics rules everything its who you know not what
    -low pay
    -very low morale
    -management uses the stick instead of the carrot for motivation
    -little recognition
    -quality comes second to quantity (profit)
    -most employees are new 0-5 or old 20+

    Advice to Management

    Most of you must go. Some of HPs cultural attributes must be recaptured and retained for this company to remain viable as it is rotting from within. You are not rewarding some of your best people. Your subordinates are not slaves. Stop sending jobs out of the USA.

  3. Helpful (1)

    loyalty is not a considered employee asset.

    • Comp & Benefits
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Technical Writer in Santa Rosa, CA
    Former Employee - Technical Writer in Santa Rosa, CA

    I worked at Agilent Technologies

    Doesn't Recommend
    Disapproves of CEO
    Doesn't Recommend
    Disapproves of CEO

    Pros

    always fresh technology to learn with.

    Cons

    offshoring efforts didn't take into account the effect on the people that made the company what it is.

    Advice to Management

    appreciate the loyalty of the employees when you think about layoffs. People suffer, and you keep getting your bonuses.

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  5. Helpful (1)

    Agilent, not innovating the H-P way

    • Comp & Benefits
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee in Santa Rosa, CA
    Former Employee - Anonymous Employee in Santa Rosa, CA

    I worked at Agilent Technologies

    Doesn't Recommend
    Disapproves of CEO
    Doesn't Recommend
    Disapproves of CEO

    Pros

    Being able to work in Sonoma County is a pleasure, as it is a lovely area in which to live.
    Technical abilities of coworkers and project engineers is outstanding

    Cons

    Layoff culture
    Mismanagement of product lines and growth
    Mismanagement of time to market
    Problems with non-technical managers managing technical groups

    Advice to Management

    Please show some back bone and spin EMG off, and stop dragging it around and not adequately funding product development.
    For technical positions, you cannot just manage by people principles. You have to understand what they do, and not just the concept. Management is more than just a Powerpoint slide presentation.

  6. Helpful (1)

    Arrogant company tap hat doesn

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Account Manager
    Current Employee - Account Manager

    I have been working at Agilent Technologies full-time (More than 10 years)

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    Pros

    A lot of autonomy set your own 14 hour day

    Cons

    Very little help in resolving basic corporate infrastructure complexity

    Advice to Management

    Reduce the bloated middle management by half, put more feet on the street and go out and actually see what a customer looks like.

  7. Helpful (5)

    A very well established company which is learning to be small.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Lab Manager in London, England (UK)
    Former Employee - Lab Manager in London, England (UK)

    I worked at Agilent Technologies

    Recommends
    Neutral Outlook
    Disapproves of CEO
    Recommends
    Neutral Outlook
    Disapproves of CEO

    Pros

    Nice colleagues, very intelligent scientists, opportunities to travel and meet many interesting people. Very competitive products (well, what's left...) that are well positioned in the market. Probably the best marketing group in the industry with extremely capable and knowledgeable people. A great place to work if you want to gain experience from a big company and don't want to work in a bank or read Dilbert.

    Cons

    The company prides itself to have its roots in HP of the '50s. However this is not entirely true anymore. Agilent was spun off from HP in 1999 and then was split in two in 2014 with the electronics measurement business becoming a separate entity, Keysight. In the meanwhile Agilent closed or sold quite a few units, bought Varian in 2010 and closed or sold most of it and also bought Dako in 2013. Overall there were around 44,000 employees in 1999, Varian and Dako came in with around 5200 people and now there are around 9,000 left, with the majority of them being laid-off or becoming contractors in the way. There are quite a few leftovers from the big Agilent era, though. Each new starter is faced with an intimidating set or rules, processes and, most importantly, acronyms that he has to learn in order to barely survive. You can forget spoken everyday English, you will need to learn things like MU, MEIDAS, PFF, SU, AM, PS, IM, PO, SR, WLA, ACS, FSS, FSE, MRU, AE, TANGOE, CERTO, GIO, WPS, GIPO, FAMS etc, etc, etc, there is even an internal website with the meanings of all these which have nothing to do with what they sound like. There have been hardly any revolutionary, new products introduced by Agilent in this long period with most products being incremental, small upgrades to established products from the HP era or purchased from other companies. The company shows good results mostly because of the income it got from the selling of various units in the 00's. Rather demotivating environment if things turn slightly off plan. What you did in the past (last year) has no influence whatsoever, only what you do now is of relevance. If you are in sales then making 250% of your quota last year will not help you this year and if you only make 95% you will be out. Most of the former Agilent employees have been laid off rather than leaving at their own will. There are no careers at Agilent anymore, only jobs. In R&D projects are defined by the personal opinions of managers who are not necessarily scientists nor have an idea of the marketplace, most of the projects are canned when they are 85% complete. Global sales, service and support, finance, marketing, R&D and manufacturing are actually competing with each other and cross-charging each other at every opportunity. Having moved all support activities to Asia you are faced with the same attitude when your email is not working as when you call your bank or credit card. Bureaucracy has increased both because of the infinite processes that must be followed (up to 3 levels of approval for purchasing a $200 item) and because these are monitored by people in India. Things that take other companies 10 minutes to do take up to a week or more at Agilent. In all it is lawyers and accountant that make the decisions, not commercial people or scientists. Anything with more than 0% risk is rejected. In all Agilent still thinks and tries to function like a 50,000 employee company when instead they are only one fifth of what they used to be.

    Advice to Management

    Your employees are not just employee ID's and cost centres. They are very intelligent people with great ideas, your biggest asset, so treat them accordingly and listen to them.

    The people in sales are the ones who bring the money in, they are not the ones who always ask for more.

    The stock holders don't give money to the company, customers do.

    Prioritise the customers instead of the Agilent processes.

    Get rid of all the bullying middle-managers.

    Value the science degrees more than the MBAs.

    "Better beg for forgiveness than ask for permission" gets your job done but makes relationships bitter, stop promoting this tactic.

    There are many more efficient ways to increase your return on invested capital and your profits than reducing costs; if you only look for good results by reducing costs you will lose (as you have already).

    If you want to reduce costs you can start by scrapping the principle of the global suppliers and the single, overcharging-fee travel agency. Let people get the supplies and book the trips looking at the local markets where they can get much better deals. Limit the over-controlling procurement procedures to the places where they are really needed; if someone bribed somebody in China there is no reason to increase the burden for the people in Switzerland.

    Don't allow your senior executives to say nonsense things like "take your vacation before the end of the quarter to help us reduce our costs and achieve better results". (This was really said in an email!)

    The whole world is not 30 miles around Santa Clara.

    There is life after the end of the quarter.

    Either make the leadership survey real or don't do it at all, reporting false or manufactured results makes you look stupid to the eyes of your employees.

    Don't lie, neither to your employees nor to your customers.

    You cannot have progress if you do not risk.

    Nobody (not even financial analysts) can predict the future!

    Agilent does not know best, Agilent know very well. Whether Agilent know best is something that the others and time will tell, not you.

    The Global Infrastructure Organisation is there to support everybody else, they do not bring in money. So don't let them define policies that only serve them and not the people who actually get the job done.

    Having all the finance and support group in India helps with your costs for them but makes everyone lose so much time with them that the benefit is negated very quickly.

    The ones who survive are not the strongest ones, it is the ones who adopt more easily. Allow flexibility in your processes, there is no such thing as one size fits all worldwide.

    Historically and in every sector or discipline it was stability that brought progress. So stop advocating that "the only constant is change" and look for stable, efficient structures.

    If a group does not perform as expected then first check the managers, not the lower people. Look at sports for how this is done.

    If everyone tells you that you are wrong this is because you are wrong!

  8. Marketing

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Agilent Technologies full-time (More than 8 years)

    Doesn't Recommend
    Neutral Outlook
    Doesn't Recommend
    Neutral Outlook

    Pros

    Flexible work environment and reasonable benefits

    Cons

    Far too much change and cost cutting

    Advice to Management

    Leadership from the top

  9. Crazy workpace without letup

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Agilent Technologies

    Doesn't Recommend
    Doesn't Recommend

    Pros

    salary low to average, high work load, bonus can be great if you get both categories but your manager has to love your work

    Cons

    no time to form relationships with colleagues due to work load, moving all jobs to Malaysia that can be moved, all expectations are immediate

  10. Helpful (1)

    Old School with out the stability

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Engineer in Santa Clara, CA
    Current Employee - Engineer in Santa Clara, CA

    I have been working at Agilent Technologies full-time (More than 10 years)

    Doesn't Recommend
    Neutral Outlook
    Doesn't Recommend
    Neutral Outlook

    Pros

    There are many technical challenges and some excellent engineers.

    Cons

    The Board is sprucing up the company just enough to they can sell it ASAP.

    Advice to Management

    Try to be honest with us.

  11. Helpful (1)

    Once great, trending downward

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Field Service Engineer
    Former Employee - Field Service Engineer

    I worked at Agilent Technologies full-time (More than 8 years)

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    Products are well made and usually better than competition. Company is stable, and will be around for a long time, unless they get bought out by a behemoth like Danaher. Given the recent divestitures, this might be coming.

    Cons

    At one time, this was a great company to work for. Over the last decade or so, benefits have gone way down, morale is low, and management does not value individual contributors. Additionally, it has become overly political, and upward mobility is highly dependent on whether or not your direct manager likes you, and what their credibility is with other senior leaders.

    Advice to Management

    Work to develop employees from the ground up through steady coaching, and providing opportunities in other areas. Listen to your employees, rather than shut them down when you don't like where the discussion is headed.

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