Icon – Atlanta, GA
With our hands on training courses, individuals are coached, trained, and mentored one on one, and by the president of ICON to get the best results… CareerBuilder
ICON – Atlanta, GA
• Impacts sales results by developing, supporting and executing field marketing and segment activities. • Executes… CareerBuilder
ICON – Atlanta, GA
The experience you gain at ICON is unparalleled, and will not only be an asset to your career growth, but to your personal growth as well. The entry… CareerBuilder
Icon – North Wales, PA
With a successful track record of full-service CRO sales across all phases of clinical research, you will build and develop close commercial… Ivy Exec
Icon – Warrington, PA
will include: Manage and plan customer requirements at a detail level and roll up to overall project planBudget development control and… Ivy Exec
Icon – Na-dong
of the roleBecome proficient in your understanding and application of the ICON HR Shared Services Centre policies and procedures.Understand and… Ivy Exec
“You know you're in trouble when the unofficial slogan is "The grass is not always greener on the other side". ”
- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at ICON full-time (more than 3 years)Pros
-Great networking opportunities due to the constant staff influx/efflux.
-Some staff are genuine hard workers.Cons
-Lack of vision from management who don't listen to their staff but instead waste time on arbitrary 'emotional intelligence' meetings.
-Far too many studies/sites per CRA. Expect studies to be constantly reshuffled too.
-Payment system is extremely flawed. Expect to wait months before invoices get paid.
-Sites often will get frustrated with you from the get go due site payment issues and the fact that you're probably the fourth CRA they've seen in a year.
-CTMS is a dinosaur.
-Metrics, metrics, metrics! This company only cares about increasing days onsite so their sponsors keep on doing business with them. CRAs therefore will have their FTE spread over as many studies as possible to keep their sponsor's costs down.
-Promotions are given to undeserving workers (sometimes).
-Pay is below industry standard.Advice to ManagementAdvice
Show some initiative and reach out to higher management to address the high staff turn over. Spend less time on meetings so people can get on with their job and leave on time.Doesn't RecommendNegative OutlookDisapproves of CEO