Pros: good people
Cons: politcs and poor leadership
Pros – -Most of the individual contributors are genuinely good people. They are friendly and helpful in any way they can help.
-The operations side of the company is so far behind compared to external companies that a halfway competent person could make big impacts.
-Some folks have a great work life balance and can take vacations and sick time throughout the year with no impact to their career or earnings.
-Pay is fair when you first join the company.
-The benefits package is on par with external companies.
Cons – -No work life balance for those in operations (professional and production associates) due to no processes, backups, or proper business planning. This is a direct reflection of poor/incompetent leadership.
-No standard processes or training for any of the new or new to the job associates (causes fires).
-Not a quality driven company. Most products I had experience with cannot be made the same way twice and product specs are vague at best. The company has a lot of scrap and waste and makes it up with its high margins.
-The most nepotistic company I have ever had the experience working at in my career. Many family members hired as they have direct relationships with leaders. The company hires based on who you know and not what you know unless they are in dire need of external help. Good ol’ boys network is alive and well at Gore along with the friends and family plan. “Successful” leaders have at least 3+ family members working within Gore (some have divorced and remarried internally in Gore).
-The company is very stingy on vacation and will tell you that you actually – more... have more vacation then you had externally as you now have 2 weeks sick time that can be used. However, they don’t tell you that sick time will be used against you during compensation time if you use it for any reason.
- Leadership is very unethical. I have experienced business leaders using their position for personal gain with external vendors/businesses within the same industry.
-Leadership will also have conversations with you to find out ways to “improve” and if everything is going ok. However, they are looking for an ego stroke and for you to say that everything is great and what they are doing is the best thing since sliced bread. If you tell the truth, you will be quickly targeted as a poor performer and HR will be pulled in to start your exit process (unbeknownst to you). I have personally witnessed 2 examples of this situation in the past year.
-Leadership will also tread lightly on folks that are over 40 and are minorities due to fear of lawsuits.
- There are two types of folks who love it at Gore. All of the Industrial engineer new hires that are brought on board and nurtured by leadership to promote the Gore culture and are made to feel they are making a difference and the gore lifers who have 15+ years of service and are unable to function in any external company.
- Firefighting is rewarded and encouraged. 99% of these fires would be avoided if they had a clue about a quality culture.
- The company has internal marketing campaigns on how it is the best place to work and that you cannot go anywhere better than Gore. Those that came from external companies know better that to listen to this lie but it is a very useful retention tactic for Gore lifers as well as new associates.
- If you come up with a great business strategy for a project, your business/production/plant leader will take your project idea and give it to one of their “friends” so that they can be successful. You will be required to be a part of the team and drive these results but will not ever get the credit you deserve on the project.
-Career development is a joke. Most of the people that are in charge of developing you are lifetime Gore associates who have no idea on how to effectively run an operation, process or have the knowledge of external best business practices.
- The Lattice “Flat” structure is real within Gore but there are lattice layers with stairs between the layers (those that have the access to the stairs are good ol’ boys and are well connected).
- Leaders tend to be culture cheerleaders (human resources and company culture salespeople) and are not brought in for hard skills but rather selling the culture as real and that Gore is the best place to work.
- Note for external candidates: Gore will only post external roles that no one internally wants. Be wary of any external roles. If the role is not gravy enough for a family member than they will bring someone externally in to fulfill the role. Again, most of these positions will be due to very poor leadership decisions and lack of skill sets throughout the organization and they are in dire need of help. Once the help has been provided you will be expendable.
I would have loved to read a review like mine before accepting my position at Gore to know what I was getting into. Be cautious about accepting any role that is close to operations/engineering. – less