Toxic culture with severe mobbing and abuse - Accounts Receivable Specialist Avantor Employee Review

1.0
Jun 19, 2026
Recommend
CEO approval
Business outlook

Pros

No pros and nothing its hell

Cons

It openly supports mobbing at the Coimbatore accounts receivable team. When a senior person dislikes someone, they frame that person with lies, making them feel suicidal—even if they’re the best employee. Inhumanely, they either force them out or make them leave on their own. It’s a hellish experience for the souls involved, and the Almighty will surely punish them for all their deeds. They think they are the Almighty and can do anything wrong. The top management in the USA doesn’t know anything about this. Here in Coimbatore, four people control all of accounts receivable and can destroy any family, career, or soul after severe torture. I wish I could file a legal case with all the evidence and send it to our CFO and CEO, but I don’t want to ruin the lives of the good, little people working there who are innocent. I’m sure the Almighty will punish those who have done evil things. I curse them—with words from the Almighty, whatever that means. And they will give promotion to pay rise to any who satisfy those people and abuse others constantly and if anyone if friendly with sales and solved issues they will fire them as they wont be customer friendly or dont like anyone getting close to the persons at onshore USA and if they do they fear that he /she will complain against them there.. they should fear Almighty more for their evil deeds anyways .

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5.0
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Pros

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Cons

No personal cons to report

3.0
Jun 3, 2026
Recommend
CEO approval
Business outlook

Pros

starting pay and the ability to work independently.

Cons

There is a significant amount of workplace drama and unprofessional behavior within the team, which can make the environment feel more like a high school setting than a professional workplace. Management appears to have limited understanding of employees' day-to-day responsibilities and is often resistant to feedback or process improvement suggestions. Employees may feel discouraged from raising concerns or proposing changes. Advancement opportunities also seem limited, with promotions and career growth often perceived as being influenced by personal relationships rather than merit. Additionally, the annual performance review process can be frustrating, as employees may feel that the scoring system makes it difficult to achieve the highest ratings and corresponding compensation increases, regardless of performance. Finally, there are concerns about workload distribution, with some leadership positions appearing to have fewer responsibilities than other team members.

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