Argenx

Quote
Most peers are great, but oppressive micro-management makes the day a misery. Extremely woke culture loaded with virtue signaling, but with implicit bias. Take a look at the pic above their Workday page - lots of diversity, . I pointed out an instance of age discrimination in their training materials over a year ago and it is still there. Supposedly a "Patient First" mindset, but in meetings management (RM) makes it very clear that "Dollars First" is the real mindset.
 








Step 1: Add unnecessary layers
Step 2: Over-inflate the size of the sales force.
Step 3: Set outrageous goals.
Step 4: Recognize people with COEs as being amazing. Punish feeder territories for not performing.
Step 5: Act as though you don’t recognize the disparity.
Step 6: Don’t do anything about it.
Step 7: Repeat steps 1-6 until we are sold.

Best science ever. Worse culture ever.
 




Don't forget the part about rewriting the culture survey so none of this falls on them. This place is a toxic waste dump all on RM for lack of management, DD for microm anagement and BR for his beating down his team telling them they can't talk to anyone.
 








Ok, is it me or is SS, FRM boss, clearly over her ski’s?? I was not impressed with her approach, her questions were clearly bush league and I had to correct her multiple times on what she perceived as holes in my background that were on my resume. It was obvious she spent zero time reviewing my resume before our interview. Good luck to anyone who has to work with her. She presents herself as someone who knows everything.
 




  • Leadership says all of the right things publicly but in closed sessions share true opinions that are not encouraging or patient focused.
  • Innovative pipeline is exciting for the future of the company.
  • Leadership in US no longer creates the global culture of “patients first”, “employee engagement drives success”.
  • Look to people with different and diverse approaches to the business rather than relying on internal relationships. It feels more and more like the Good Ole Boys club- not in gender, but in thought process.
  • Pay is below industry standard and executive leadership is out of touch with the field,Strategy is often unclear.
  • Limited opportunities for advancement limited resources,.Limited resources in some areas, very high expectations
 




anonymous said:
  • Leadership says all of the right things publicly but in closed sessions share true opinions that are not encouraging or patient focused.
  • Innovative pipeline is exciting for the future of the company.
  • Leadership in US no longer creates the global culture of “patients first”, “employee engagement drives success”.
  • Look to people with different and diverse approaches to the business rather than relying on internal relationships. It feels more and more like the Good Ole Boys club- not in gender, but in thought process.
  • Pay is below industry standard and executive leadership is out of touch with the field,Strategy is often unclear.
  • Limited opportunities for advancement limited resources,.Limited resources in some areas, very high expectations
Click to expand...
Good luck in your search! We will miss you
 




anonymous said:
Step 1: Add unnecessary layers
Step 2: Over-inflate the size of the sales force.
Step 3: Set outrageous goals.
Step 4: Recognize people with COEs as being amazing. Punish feeder territories for not performing.
Step 5: Act as though you don’t recognize the disparity.
Step 6: Don’t do anything about it.
Step 7: Repeat steps 1-6 until we are sold.

Best science ever. Worse culture ever.
Click to expand...
COE is by far the best in the industry. Argenx will be spending upwards of $18,000 which I have earned. Business class flights and private pool attached to my suite. In addition, $5,000 gift card for food and drinks. Thank you Argenx for recognizing MY hard work. If that doesn’t motivate the slackers than I don’t know what will. Get your butt off the coach and go close, for god sake. Argenx is the BEST.
 




anonymous said:
Chaotic due to insufficient communication between upper management, middle management, lower management, and employees. Boot-licking and snitching gets you promotions.
Click to expand...
JM is the biggest, both literally and figuratively, bootlicker. How many different councils is she on? How many times do we have to hear her tell us she has RM's ear? How often does she tear other's apart of whom she is afraid of? She even rips DY apart, who is one of the nicest managers around. Toxic person.
 




anonymous said:
JM is the biggest, both literally and figuratively, bootlicker. How many different councils is she on? How many times do we have to hear her tell us she has RM's ear? How often does she tear other's apart of whom she is afraid of? She even rips DY apart, who is one of the nicest managers around. Toxic person.
Click to expand...
You are wrong! JM is now on the fast track team for leadership. Everyone loves her.
 








The workforce is very lean with only having enough individuals to do required work,Unless you are senior level, you are only working to promote the success of your superiors. Lots of back stabbing and untrustworthy people working here some kind of evilness in the atmosphere
 








anonymous said:
Who’s JM and JL?
Click to expand...
I think JM is the woman that showed the pictures of Ali B's mugshot and arrest info at last year's Eastcoast meeting. JL is the super duper nice and fancy dresser from IL who left for UCB due to toxic team. He is a marketing director. One of the nicest people around and JM went after him cause he threatened her status.
 




anonymous said:
I think JM is the woman that showed the pictures of Ali B's mugshot and arrest info at last year's Eastcoast meeting. JL is the super duper nice and fancy dresser from IL who left for UCB due to toxic team. He is a marketing director. One of the nicest people around and JM went after him cause he threatened her status.
Click to expand...
No. That was JF, JM's partner.
 




A number of individuals with a petulant and sophomoric attitude with one goal in mind: their personal advancement, grow their fiefdoms, and whose idea of collaboration is to reinvent the wheel and make boisterous demands. This makes for a very difficult culture and work environment. Personal ambitions compromise collaboration and undermine and trivialize attempts at establishing and standardizing processes and procedures. "Us vs. them" inferiority complex, fear of failing and of saying "no", lack of accountability.

Advice to Management- Fix the cultural divide, enforce true accountability, accept constructive dissent. The science can only carry the company so far.
 




Like all start ups can't get out of their own way. There are so many things that are easily fixable if the people who've been there for such a long time would actually listen to the newer people who've brought valuable experience with them. But instead new ideas are met with resistance. Things are disorganized, unclear roles, gaps and overlaps, outdated processes and thinking.
There are no clear career ladders to climb and the goal posts are frequently moved, hidden behind vague terms like 'role scope expansion.' The downside to take on higher level work without any commitment to raising your level as a result. Argenx prefers people to change teams or leave the company and come back over in line promotions. The annual review cycle is also quite brutal. It is an abysmal way to punish high performing teams and stagnate their salary growth.
 








anonymous said:
A number of individuals with a petulant and sophomoric attitude with one goal in mind: their personal advancement, grow their fiefdoms, and whose idea of collaboration is to reinvent the wheel and make boisterous demands. This makes for a very difficult culture and work environment. Personal ambitions compromise collaboration and undermine and trivialize attempts at establishing and standardizing processes and procedures. "Us vs. them" inferiority complex, fear of failing and of saying "no", lack of accountability.

Advice to Management- Fix the cultural divide, enforce true accountability, accept constructive dissent. The science can only carry the company so far.
Click to expand...
 




Top Bottom
Back
Quote