Cepheid reviews

Cepheid was far from perfect before Danaher acquired it, but at least before that you knew the shared purpose. Sure, Cepheid never made much of a profit, or any for that matter. But the quality of the people and the products was really something special. Since acquisition completed in 2016, Danaher's "4 Year Plan" has gone spectacularly well. I hardly know anybody who works here anymore. The brain drain is so bad; you could argue there isn't much brain left. Management all the way up to VP level’s expounding on the virtuous mission of "We hire from within". This is only true in the sense that they hire and promote people who are generally in low, entry level positions. They are hired into positions they are not ready to be in. But because management can get that person to work for way less money then having to pay the experienced dedicated employee, critical positions are filled by people who don't deserve to be in those positions. This reality that we original Cepheid employees live in, is exacerbated by the outside hiring of incompetent and LEAN certified into technical management positions. I actually had a new technical manager say to me, "What does the SOP even say, sorry haven't read it." You mean the very SOP the people you are in charge of have to live or die by on a daily basis? These "DBS/LEAN Goons" are not specific only to Danaher, they can be found at every extremely corporate institution around the world. If you’re young, ready to work hard for little money. Ready to just say "Yes" to whatever your manager says, regardless if it's technically right or not, this is the place for you! I wish you luck though, the favoritism and adherence to DBS is nauseating to any thinking human being. Best Team Wins! (Still Don't Know What That Means). Oh, one last thing the great products that used to exist..... let’s just say LEAN manufacturing practices have brought those great products down to....“less than optimal???”. Good news is they'll be having a KAIZEN and a bunch of people who have no idea what they are talking about will come up with an innovative way to fix things.

It’s interesting to know that while our products save lives we are literally killing our employee’s mentally, physically and morally to achieve some Danaher metric. Employees are expected to do more with less and wear a happy face. HR is fooling themselves if they think the Engagement surveys are helping, most employees don’t answer truthfully because for fear of lack of anonymity, or just don’t participate at all. Town Hall meetings used to be motivational pre Danaher, nowadays it’s simply a meeting to check the Engagement box. Anonymous questions to the CEO for these meetings aren’t really anonymous, heed this warning!!!!!!!! P4G/D4G....all a bunch of wasted time for employees and managers alike. We set goals and exceed them but Danaher Leadership Anchors negate them during reviews. “Promote from within”...that’s the message Danaher and HR communicate. Truth is you could be doing the work for 2-3 roles but when it comes time to fill the req you will be required to interview excessively only to be dismissed with a “thank you for applying”. This is really demotivating and demoralizing for employees. IT...too many implementations and enhancements which they farm out to local businesses units. UAT is a normal expectation for a business unit but IT expects users to do a huge amount of the architectural design work. I discourage anyone applying for a manager role. Your time will be consumed in HR training sessions with all things Danaher allowing minimal time to manage your business and develop your team. DON’T DRINK THE KOOL-AID