I worked at Tenneco full-time (More than 5 years)
Tenneco treated me very well. I was able to complete my Master's degree while there and was paid for. The company allowed me to work on other functional department projects. As an engineer, I worked on marketing, sales, accounting, and others. I was always busy and felt proud of my contributions. Salary was decent. Benefits average for the industry. Gregg has done a good job turning it around from Mark. He likes to use facts and figures to make a call compared to a knee jerk decision.
Very typical automotive that is publicly traded. 4th quarter expense lock down and sometimes too focused on cost cutting. They roll out high level strategies to all the division's regardless if it makes sense for that division at that time. I was there during a rather big layoff and no input to which of my employees should be kept. For most people in the auto industry, this should not be a surprise. Employee recognition was minimal. My general manager was one to take all the credit. I don't think this applies to all the different divisions from what I saw.
Advice to Management
Look at each division separately when establishing goals and changes. Some are very different than others and division managers should be more involved in the analysis and direction (or get managers that aren't afraid to speak up with data indicating otherwise).
I applied online. The process took 3+ months. I interviewed at Tenneco (Monroe, MI) in August 2015.
Got a very short (~5 mins) phone screen from hiring manager 2 months after online application, asked about general technical background and CAD experience, which is a bit misleading for every mechanical engineer should be proficient with CAD. Received an invitation for an onsite interview 4 weeks after initial phone screen. Interviewed 4 engineering managers, 1 HR manager and 1 Director of engineering during onsite, each one last about one hour. One of the engineering manager was the one did the initial phone screen, each manager went through resume and asked technical skills related to their job if they are interested in hiring, one of them was first time to my resume. The HR manager did the standard behavior questions. The director of engineering did not dig deep into technical staff, more onto engineering management. Most of the questions were high quality, each engineering manager has own strong technical aspect. The director of engineering do not have experience on the specific area subordinates working on before he came to tenneco, the rest of people do not know much of the stories outside of tenneco.