Teradyne Reviews

Pros

Exposure to many leading edge technologies as a key part of consumer electronics supply chain.
Strong philosophy to grow employees, and give relevant on the job training by moving people around to different roles.
Strong culture, integrity, customer comes first attitude

Cons

Industry with limited growth
Politics
Lost some of its DNA over last 5 years

Advice to Senior Management

Expand vision outside of comfort zone and core competencies to try and get into some new growth businesses.

Pros

Good people to work with.
Good 401k and health benefits.
Very flexible work schedule.
Profit sharing, when the company is making money.

Cons

Limited technical advancement. Teradyne outsources a lot of its technical work.
Business is very cyclical so expect layoffs every couple of years.

Advice to Senior Management

Listen to your employees. Employees can provide very good insights into how the business is being run, unfortunately due to the corporate culture, it is unwise to complain.

Pros

- Very Tallented Technical Resources
- Interesting Technical Challenges

Cons

- Projects take a long time to complete
- Management more interested in meeting its arbitrary internal goals than real market needs

Advice to Senior Management

Not all progress can be managed in a spread sheet or in a project plan.

Pros

- You get chance to work with smart people from all around the world. Your project team may spread across multiple countries.
- Good place for software developers who have electronics background and are looking for software and electronics overlap.

Cons

- Stressful software development environment.
- Typical Corporate Cubical Life.
- Significant learning curve to get domain knowledge in the environment.

Pros

Open, Transparent. Basically the company has done much to look after the welfare of the employees. Medical and well being benefits are generous and flexible.

Cons

No strict rules, ended up with no rules often. Difficult to solve process issues with no rules.

Advice to Senior Management

There are unbalances with department to department. Some do too much work while some do too little.

Pros

Teradyne values its employees and provides opportunities for growth no matter what level in the organization you occupy. Management values each employee's contributions.

Cons

Like many companies in the semiconductor industry, business is cyclical and brings stress during the downturns. Business is worldwide, so working in the US means dealing with sites around the world on urgent issues, which can place excessive demands on employees' time.

Advice to Senior Management

Try to minimize stress of cyclical business.

Pros

Good and balance working environment.

Cons

Opportunity for growth is limited.

Pros

- Flexible work hours
- Chance to work in a wide range of technologies

Cons

- Cyclical business
- Growth in employees has stagnated
- Large cash balance, but hesitant to move into new markets

Advice to Senior Management

- Over the years the management practices have killed the experimental culture of continual improvement except in small pockets of the company
- The heavy focusing on short term investor desires has led to a stagnation of our stock price. Instead of being geared towards the best products, the culture has shifted towards a fear of not showing a profit. With a billion in cash, it is possible to have some areas which take short term losses, if the long term gain is promising.
- Too quick to give up on markets

Pros

Flexibility in the work schedule. Access to various levels of management. Opportunities to demonstrate abilities, Some ability to mold position into something more than the job description.

Cons

Limited assistance in developing your career

Advice to Senior Management

Make time for consructive feedback to allow for mid year corrections in order to achive expectations

Pros

Teradyne inc. Has lots of flexibility, nice benefits, great location (if you like new england weather) fun easy going atmosphere. Easy to be successful.

Cons

There is a lack of onboarding in the technical arena. Leadership on the floor is determined by new hires 1 month out of school.

Advice to Senior Management

Have higher expectations of your management teams, focus on developing your leaders and develop a hiring process that gets you great talent, then expect it from them.