Regeneron reviews

Leadership/Structure/Opportunities I turned down hybrid jobs to accept this position at REGN. They offered structured opportunities for advancement in a new department aligned with my SME. Remote and competitive. I accepted. I regret it. There is no structure. There won’t be opportunities unless I relocate. Year over year, I have authored/lead grassroots initiatives, developed programmatic efficiencies, fostered cross functional relationships that have led to innovative outcomes, and delivered high level milestones. Year over year, I have been considered and passed over for promotion because I’m not ‘impactful’ to this company. Consider your definition of ‘impact’ before you apply because it’s a sliding scale. The work/life balance that this company proudly promotes only applies if you are willing to give up your life to relocate for work. It was not until after I was hired that my dept head claimed they ‘informally’ excluded remote employees from merit based promotions. So, I have seen junior onsite colleagues rise to equal or higher levels than long standing remote employees equipped with decades of experience. The newly hired AD is inexperienced by every metric but their presence in an office. Far more experienced remotes could not even apply without relocating. This is why the satisfaction survey results are so negative in this dept. Why stay?

Blaming, toxic culture. Everyone is afraid of making a mistake to avoid being put on some shaming list. Favoritism is how decisions are made. Days are a fire drill trying to work through the crisis of the week while dealing with backlogs, failing metrics, old technology, outdated processes, poor inspection results and deteriorating culture.