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Agilent Technologies

Engaged employer

Agilent Boulder is the 7th Circle of Hell - Manufacturing Technician Agilent Technologies Employee Review

1.0
12 Sept 2019
Recommend
CEO approval
Business outlook

Pros

Just like being deathly ill makes you appreciate when your well, leaving Agilent will make everything else seem so much better.

Cons

25 years in the industry and I can honestly say that Agilent Boulder is the worst place I have ever worked. Why? Management is deplorable and treats their employees like they are dogs, oh wait... dogs are treated better. Truth is, management couldn’t care less about the employee, and there is no work life balance at all. Agilent has a plethora of feel-good policies that make you think you are working for an ethical and caring company, but it is all window dressing. Unfortunately Agilent Boulder’s not like the rest of Agilent and the site is filled with heartless, soulless predatory managers that run their employees into the ground and then discards them like trash. Turnover at the site is phenomenal and speaks volumes about how people are treated at the site. The Human Resources department hides anything that management does that violates Agilent’s policies, so you can’t get any help resolving issues, and then you get targeted for retaliation. If you think Agilent’s 4 star reputation reflects it’s Boulder site, guess again - its about half that at Boulder.

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5.0
22 June 2026
Recommend
CEO approval
Business outlook

Pros

Good teammates, work life balance and salary

Cons

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1.0
15 June 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Great products that help scientific researchers

Cons

The enterprise comms dept is awful. A toxic environment marked by instability and burnout. Long‑time employees are pushed out, new hires leave, and the culture is defined by fear rather than collaboration. The core issue is the leadership. Limited enterprise‑level experience and a lack of emotional intelligence have created a culture of micro-managing, reactive decisions, and psychological insecurity. Instead of providing clarity and strategic leadership, the leader fuels confusion, distrust, and exhaustion. The result is a dysfunctional department where morale is low, workloads are unsustainable, and employees feel unsafe speaking up.

4
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