Ok but if your on the fence of leaving a good company - the grass is not greener - Recensione dipendente - Design Engineer presso Moog Inc.

3,0
3 apr 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Decent pay. Convenient on‑campus doctor’s office and pharmacy. Only leaving this review because Moog requested it through a mass email.

Svantaggi

o There is no remote/WFH policy – some depts can and some are told they need to be there 5 days a week. This is opposite of what was told in the interview. o Other departments still work remotely several to most days per week o “Unlimited time off” is misleading o Unlimited PTO was heavily marketed during the interview process o After one year, a new policy was announced that Secondary supervisor approval is now required for any time off over 4 weeks – I had over 6 weeks at the job I left. this combined with no WFH leaves horrible work life balance for office workers o Disorganization and poor workplace culture o Frequent miscommunication or lack of communication o Lack of clear ownership—people deflecting work rather than taking responsibility o The onboarding process after initial HR stuff needs major improvement – totally unprofessional o Lack of knowledge or experience seems to be allowing vendors to over charge Moog to great lengths.

Esplora altre recensioni su Moog Inc.

5,0
13 mag 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

I have been at MOOG for over two weeks now in the Salt Lake City, Utah facility. Everyone is very friendly and helpful in a very positive and welcoming atmosphere.

Svantaggi

I have no cons to report.

1,0
3 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

You are surrounded by excellent colleagues across all departments, with the exception of Government Property.

Svantaggi

The Government Property team suffers from severe leadership deficiencies and a toxic work culture. The Senior Manager has a well-documented history of high turnover, carrying a reputation from her previous role where team members actively sought transfers. Under this leadership, promotions are actively discouraged through targeted hostility and fabricated performance issues. Because the management team lacks foundational people skills and prior leadership experience, employee retention is critically low. While other departments within the organization offer great opportunities for growth, transferring into or staying within Government Property is highly discouraged.

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