Not a good place to work, Scotts Valley location - Senior Buyer Oxford Instruments Employee Review

1.0
Mar 20, 2018
Recommend
CEO approval
Business Outlook

Pros

Scotts Valley is a nice town to work in.

Cons

Management is inexperienced and gives poor guidance. Standard materials practices are not acknowledged or adhered to. Very high turnover so people in critical positions are not aware of the processes required to do their jobs. Software system is broken with too many bugs to fix and no money will be invested. Written procedures either don't exist or are not followed. Company can't build products advertised in the catalog because they have lost expertise, and written procedures, work instructions, Bill of Materials, etc. were never developed - now they don't know how to make some of their own products work properly. Very low morale, managers bad mouth their employees. Health insurance is terrible, but they won't tell you the deductable is outrageously high when they hire you. There are no redeeming qualities, do not work at this company.

Explore other reviews about Oxford Instruments

5.0
May 19, 2024
Recommend
CEO approval
Business Outlook

Pros

Management values workers hard work and will give promotion to those that deserve to be promoted.

Cons

No cons No comments Some politics Some managers not so good Good workers are let go without real cause.

2.0
Feb 21, 2026
Recommend
CEO approval
Business Outlook

Pros

Company outlook is good, job security for those who don't break. A handful of great senior guys who will help when they're not overloaded themselves. Starting pay is above average, yearly performance-based raises. For those that can last a few years, the variety of experiences look great on your next resume.

Cons

Advertised as 85% travel but really pressured for 100% with no proactive regard for employee welfare, must demand breaks to get them with significant pushback. As the company boasts banner years, they cut employee per diem and other travel benefits to further maximize profits. Hemorrhaging senior talent. Increased "attaboys" and non-monetary verbal recognition as compensation. Inner circle of employees cultivated by senior management as Yes-men to give vocal support to unpopular decisions. Employee feedback response is "that's coming from corporate, we're just implementing the policy. " Growth is time-gated while hiring engineers with 20+ years experience. Little to no support, procedures or documentation for the product line an FSE is expected to maintain--learn by banging your head against the wall.

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