How are the career development opportunities at Owens Corning?

Great benefits, competitive pay, growth opportunities for some

Culture is getting lost. It's not the same OC as when I started with the company. Lack of flexibility, lack of transparency, lack of communication, constant turnover of leadership. Force of return to office. Going from a lean company to an extremely lean company. When people exit, they are not always backfilled, and their work is added to someone else that already has too much on their plate. Company values are amazing, but they are more talk than walk.

Good company culture and learning opportunity.

More MLP graduates than available positions.

You are often compensated with pizza for your dedication instead of a raise.

The demands on salaried employees are often excessive, leading to persistent and uncompensated overtime. Advancement decisions are concerningly non-meritocratic. Specifically, there is an observable pattern suggesting that women in leadership roles disproportionately promote other women. Career progression is heavily influenced by internal politics. Furthermore, there is minimal support or resources for employees seeking to transition into new internal roles where their skills could be better utilized.

1. Decent 401(k) matching policy that helps with long-term financial security 2. On-site medical facilities, making healthcare convenient and accessible 3. Access to in-office physiotherapy / wellness programs to support physical health 4. Hybrid work model (remote + in-office), providing flexibility in schedule and location 5. Generous paid time off (PTO) and sick leave

1. Lack of strategic direction: Senior management often operates without a clear long-term vision or cohesive business strategy. 2. Limited subject-matter expertise at leadership levels: Decision-makers frequently lack the technical or scientific understanding needed to guide R&D or technical teams effectively. 3. Underpayment of scientific staff: Scientists, including PhDs with multiple years of experience, are compensated at levels comparable to postdoctoral positions, far below industry standards. 4. Unclear and inconsistent HR policies: HR tends to exert excessive control in areas beyond their scope, with policies that are often vague or inconsistently applied. 5. Compensation structure needs revision: Pay grades for science and technology professionals do not reflect qualifications, experience, or market benchmarks. 6. Employee recognition and career progression pathways are limited, leading to low morale among technical teams.

Work life balance and professional growth opportunities

Difficult to work remotely and balance connections

Work/life balance, good support, lots of opportunities for professional development.

Sometimes very busy, but management makes great efforts to balance workload and not overwhelm.

Excellent culture, great people to work with, nice benefits overall.

Salaries could be better, not a lot of opportunities to grow. It'll go out of business by mid-2026.

Growth and Development is part of culture

Demanding work, recognition of value can be difficult to achieve but possible

Family atmosphere Flexibility in work and career path Cares about people and planet

All decisions made by committee Very risk averse Slow to adopt new technology

Generous environment dedicated to your development and career progression.

Development program can be restrictive to those not sure what they are looking for after your degree.