Highly Disappointing Experience – Strongly Advise Against Working at the Japan Office - Operations Boston Scientific Employee Review

1.0
Oct 8, 2024
Recommend
CEO approval
Business Outlook

Pros

- The former US CEO was amazing & brilliantly led the company.

Cons

- Recent policy changes under the new CEO for the Japan office have increased the emphasis on in-office presence, with plans to phase out remote work in the near future. - The work environment has become challenging, with a highly centralized leadership structure. Employees who are not aligned with key decision-makers often face obstacles to career advancement. - HR appears to prioritize the interests of a select group in management, which has led to a lack of support for broader employee concerns. - There has been a notable turnover in leadership, with many leaders departing over the last 2 years, possibly influenced by these issues. - Similarly, turnover among middle management and staff has been high, with many international and Japanese employees leaving the company, resulting in a more domestically focused workforce. - The Head of Operations position has seen significant turnover as well, with four managers in just four years, suggesting deeper organizational challenges.

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5.0
Jul 15, 2026
Recommend
CEO approval
Business Outlook

Pros

Great culture and career opportunities

Cons

Sometimes less opportunity for learning new skills than at a startup

1.0
May 14, 2026
Recommend
CEO approval
Business Outlook

Pros

Good pay. Good benefits. My coworkers who were at the same level as me were supportive.

Cons

Work environment was highly stressful and often unsustainable. Management created a culture where employees were frequently overworked, undervalued, and burned out. Communication from leadership was inconsistent and their expectations changed frequently. Work-life balance was very poor. Employee concerns did not get taken seriously unless they directly impacted company performance. When an HR compliant involving my supervisor was filed for his behavior with input from the majority of the team members, no meaningful action was taken beyond stating it was handled "per BSC policy". Opportunities for promotion and career advancement were limited. Employees who treated others poorly were often still rewarded or praised as long as performance metrics were met. There was a clear culture of favoritism and hierarchy, and employees outside of those circles could work above and beyond expectations without receiving recognition or advancement opportunities. In 2 years, there were 12 employees who were fired in a 10 person department.

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