Run.
I relocated for this position expecting a long-term career and resigned within weeks because of my experience. During the short time I worked there, I was not the first person to leave, and other employees were already exploring opportunities elsewhere while recruiters were actively trying to hire more histotechnicians.
The organization appears willing to spend significant money on recruiting and sign-on bonuses, but in my experience it does not address the reasons employees leave. A sign-on bonus does not fix poor management or communication. It simply creates a financial penalty for employees who ultimately decide they cannot stay.
Simple solutions that could have improved retention were dismissed. I requested a minor schedule adjustment that would have allowed me to use public transportation while working the same number of hours. I was told everyone on the shift had to start and end at the same time, yet another night shift employee had a different start time.
I was also discouraged from using the automated functions of equipment that I had prior experience using and that other employees used. Explanations for decisions often did not match what I observed in practice, and I felt that my training and professional judgment were not respected despite being hired as an experienced technician.
Most telling to me was what happened after I resigned. I emailed HR the night I quit explaining my concerns, and no one contacted me to ask what happened or why I was leaving. If the company truly wants to understand why employees keep leaving, it should start by listening to the people who do. Based on my experience, I would advise anyone considering a position there to think carefully before accepting an offer.
