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Agilent Technologies

Engaged employer

Good, stable company; great place to work. - Research Scientist (last Time I Checked) Agilent Technologies Employee Review

5.0
Dec 15, 2008
Recommend
CEO approval
Business outlook

Pros

Some random thoughts in no particular order: It's a great work environment and culture. People really do seem to get along. Management is connected with employees; there's no feeling that you work in a highly tiered company. Results are rewarded. Of all the places I've worked, this place has by far the least politics, and you really feel like good work isn't punished. You are free to stick your neck out without fear of your head being cut off. Some tech companies have that sweat shop feel, but not Agilent. The management goes to great lengths to make its workforce feel valued. When times are good, we have keggers; when times are bad, management bends over backwards to keep from having to make layoffs.

Cons

For a serious scientist, opportunities for career advancement can be limited. If you're a PhD research scientist, keep in mind that you most likely won't be doing cutting-edge research if you sign on. Like most companies, R&D investment is just enough to try to keep up with the flood of innovation coming out of national laboratories &c. There are many interesting problems to work on but sometimes it's just scattershot.

Explore other reviews about Agilent Technologies

5.0
Jun 22, 2026
Recommend
CEO approval
Business outlook

Pros

Good teammates, work life balance and salary

Cons

None i could think of

1.0
Jun 15, 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Great products that help scientific researchers

Cons

The enterprise comms dept is awful. A toxic environment marked by instability and burnout. Long‑time employees are pushed out, new hires leave, and the culture is defined by fear rather than collaboration. The core issue is the leadership. Limited enterprise‑level experience and a lack of emotional intelligence have created a culture of micro-managing, reactive decisions, and psychological insecurity. Instead of providing clarity and strategic leadership, the leader fuels confusion, distrust, and exhaustion. The result is a dysfunctional department where morale is low, workloads are unsustainable, and employees feel unsafe speaking up.

8
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