Pros
A lot of decent, hardworking individuals below the executive management level. Sadly, many of these people have or will be collateral damage as a result of this inept management team leading this company down to its current state based solely on hope and blind optimism.
Cons
- Sales (and Executive management) compensation. You can be a terrible salesperson (or executive), not hit targets and still be compensated very well.
- No Accountability. If you are one who prefers 9-5 with no one to hold you accountable for doing your job or meeting your/or company goals (especially management) this is the company for you! Chances are you will probably be promoted if you talk the big game but deliver little league results.
- Cronyism at its finest. The board and management team value loyalty and relationships above all else (credibility, integrity, accountability, ethics, and morals are all valued and prioritized lower than "quid pro quo" / "scratch my back", if valued at all). If you can find your way into this circle of trust, you will be nicely rewarded. This is/was a public company, so it is easy to identify how generous the board and management team have been compensated in contrast to actual performance over the past decade. The company's share price reached historic lows in advance of Amphenol purchasing the company, yet the wealth of this management team grew quite substantially during this period. Employees that are or will be terminated as a result of the company being acquired should realize the "golden parachute" management is getting as it is the reason why, most likely, that your severance package is subpar. Being a publicly traded company, their golden parachute detail is public information.
- If you are male and younger, you may expect to retain your position (or be promoted) with any restructuring (guaranteed every few years). In the Antennas group, a disproportionate amount of female and aged individuals tends to be the first ones let go. Amphenol should consider reviewing the process management has taken to determine who is retained and who is let go, not just with the latest separations but historically. You may be surprised to find a trend.
- You can expect to have your ethics and morals challenged by the management team. You can also expect to be retaliated against for having an opinion (no matter how accurate and supported) if it hurts managements ego and contradicts their narrative.
- Rather than coming up with an answer or solution, you will be given the answer only to be tasked to try and fit a square peg in a round hole.
- You will not be given career advice on how or what is needed to advance in your career with the company.
- If your manager is part of the CEO's and COO's inner circle, they will not have your back or stand up for you.
- You can expect a culture where talk is rewarded over action. If you can do math exercises and show large numbers, you will be promoted and highly compensated. It does not matter whether you can actually achieve them or not. Look at the history of all investor presentations published by this management team and what the actual outcomes have been. The management team has seen little to no change, and no one has assumed accountability or questioned the CEO/COO/CFO for not executing or delivering the results to their own expectations. Obviously, if these questions were being made, these individuals would have been let go long ago. "Do what you say and say what you do" clearly does not apply.
- History of bad decisions on acquisitions and investments. While some of these were under the old CEO, the current management team were in leadership roles to have influence over these decisions or at the least were ones responsible for overseeing the success which was not the case: (1) Telworx - little remaining contribution from this acq (2) Network Analytics - worst acq in company history. No material contribution (3) Network Engineering - current CEO was late to accept the decline of the business and late to divest even though others had advised him of such. This business probably broke even over the years. (4) Akron engineering group has not delivered anything remotely close to initial expectations or business case underwritten to internally invest.