I worked at Chromalox as a Design Engineer, and my time there was a masterclass in how not to run a company. If you’re considering working here, be prepared for an outdated, chaotic environment where progress is met with resistance and leadership changes more often than the seasons.
Management: A Revolving Door of Ineffectiveness
During my time at Chromalox, I watched them go through three different managers in my department alone. Each new leader came in optimistic, only to get worn down by the same broken systems and internal resistance to change. The turnover wasn’t just limited to managers—good employees left because they saw no future in a company that refused to evolve.
The leadership approach was essentially:
Bring in a new manager.
Promise things will improve.
Realize the systems are too outdated to fix easily.
Watch the manager get frustrated and either leave or be replaced.
Repeat.
Instead of addressing the root issues, the company just kept cycling through people, hoping someone would magically fix things without giving them the tools or authority to do so.
Antiquated Systems: "That’s How We've Always Done It"
Chromalox operates like a company stuck in the early 2000s—maybe even the ‘90s. The systems in place are clunky, inefficient, and resistant to modernization. When I joined, I quickly saw opportunities to streamline processes, improve workflows, and bring in modern tools. But every time I suggested improvements, I was met with the dreaded "That’s how we’ve always done it" attitude.
Instead of adapting to modern industry standards, the company:
Relied on outdated ERP (JDE) workflows that were unnecessarily complex and inefficient.
Had a disorganized approach to SolidWorks PDM, making collaboration and file management a headache.
Lacked any real automation or efficiency in BOM creation, routing, and assigning materials—everything was done in a way that wasted time and effort.
Refused to implement meaningful changes because “it worked fine 20 years ago.”
It was mind-blowing to watch an engineering company cling to outdated, inefficient methods while competitors embraced automation and optimization. The refusal to evolve made every task harder than it needed to be.
A Culture of Stagnation
Chromalox doesn’t encourage innovation—it discourages it. Employees who try to improve things are met with pushback because change means extra effort, and effort is something the company doesn’t like to invest in.
Rather than fixing fundamental issues, the company just keeps adding temporary patches and pretending things are fine. The result? A frustrating cycle where nothing truly improves, and employees are expected to "make do" with inefficient processes.
Final Thoughts: Work Here If You Like Fighting a Brick Wall
If you thrive in environments where mediocrity is the norm and inefficiency is celebrated, Chromalox is the place for you. But if you’re someone who values innovation, career growth, and working with systems that aren’t decades behind, stay far away.
This company has potential, but until they overhaul their leadership mindset and embrace modern engineering practices, it will continue to be a revolving door of managers, frustrated employees, and missed opportunities.
Would I recommend working here? Not unless you enjoy banging your head against a wall daily.
