Pros
- Unmatched healthcare benefits. They have worked hard to preserve the amazing health insurance plan despite all the cuts elsewhere. - A non-Cambridge commute with a large and free parking lot (next to a gym), which is helpful for those that live in the suburbs. - The new CEO has done a great job at restoring the financial health of the company. The balance sheet is orders of magnitude better than it was when he started, and Wall Street seems to be slowly forgiving the company for its past sins. - Decent fitness, tuition, and commuter reimbursements. Salary is not competitive, but not too far below the industry median, at least for associate/scientist titles. - There are some truly phenomenal scientists and managers here, but many are realizing their actual worth and seeking to put it to better use at companies that will actually let them do so.
Cons
- Blatant favoritism. Those with a line to upper management will receive what they want. Visibility is important, but in certain groups there is a vicious culture of stealing credit for associates' work in order to chase their next promotion. There are megalomaniacs in virtually every company, but the recent changes here have fostered a perfect environment for them to thrive at ImmunoGen. Some groups have already been torn apart by egotists who leave a trail of severely burned-out associates in their wake, having (ab)used them as a springboard for career advancement. When their workload finally catches up with them, they'll abruptly leave the company for "a professional development opportunity" that they "just couldn't turn down." - Turnover has been accelerating since the October layoff with little to no back-filling of both Associate and Scientist positions. And yet, hiring of Director-level and above positions has continued; top-heavy is a generous understatement. - Orwellian HR: dissuades employees from discussing their compensation with each other (which will be illegal for employers to perform in July 2018). Complete lack of transparency. Deceived employees by coaxing them into providing "anonymous feedback," only to admonish individuals in 1-on-1 meetings later for their supposedly "anonymous" comments. - There is a reason the company, which used to pride itself on the Globe's Best Places to Work survey, hasn't taken it in a couple years and likely won't for a few more. The culture is dead, morale is almost nonexistent, and upper management seems indifferent at best. - A bizarre resistance to interdepartment collaboration. Scientists and group leaders can be extremely possessive of their projects, refusing new and/or outside ideas with the flat-earth-theory-tier copout of "this is the way we've always done it here."