Supervisor (Current Employee) – San Jose, CA – November 12, 2016
The San Jose site is a good work place to work. The people are friendly and the management is great. The problem is that corporate management is clueless. The San Jose site is one of the few sites that makes money and retains highly skilled people, but all sites are given the same raises of 1% and high performers getting 2% (only 5 to 10% can be listed as high performers). Also the benefits are being cut so that to get basic health benefits will cost over $400 a month, with a $5,000 deductible.
Manufacturing Technician III (Former Employee) – Colorado Springs, CO – May 23, 2016
I enjoyed working for this employer while in the beginning when it was Aeroflex. The lower level management hasn't changed and they are a fine group. I had great coworkers who I still keep in touch with. Working on the night shift I had little to no contact with engineers, office people and upper level management so I can't really give an impression of them. When the company was Aeroflex there hadn't been any layoffs for at least eight years. Shortly after Cobham purchased the company I was part of a large layoff. My biggest beef, though, is how it was almost impossible to advance. Opportunities for promotion were rare and when there was one there were about fifty people applying for it.
Assembler (Former Employee) – Davenport, IA – May 31, 2016
Poor management, lack of training for all levels of employees, communication is non existent, good engineers are few and far between. A company that only focuses on being awarded contracts to gain trust from its investors without thinking about having to build an actual conforming product. Just an awful place to work no matter what position you hold. If considering applying do your research and don't just let the competitive pay lure you in.
Production Assembler (Former Employee) – Concord, CA – August 26, 2016
I would like to work back there. Doing many productions. They managed very poor management. Mismanagement with budget. Limited communications in teams. Too much time with computer work- BOM, Designs, Blueprints, Database.Waste time with computers.
Many perks. Every month employee meetings provided with free lunch.
Productions are unstable.Sometimes very stressfull. Then been fast down.
Liked my work and would still be there if they didn't close facility.
Technical Associate V (Former Employee) – Lowell, MA – May 23, 2016
Work was interesting and challenging . Beside many technical skills acquired . I found that developing a team work philosophy was important in being successful at job. Thought the management that i worked with was realistic and helpful to me in meeting my job responsibilities. The people i worked with were hard working and goal oriented but were always helpful when dealing with problems that i might have with product . As most people who have to meet a shipping schedule know ,i found that to be the toughest part of the job . Always felt good when i meet those shipping commitments .
Test Technician assistant (Former Employee) – San Diego, CA – November 25, 2015
Being a test technician for Cobham was quite enjoyable and a nice experience. Lots of people to talk to while working not to mention very supportive. The people I worked took time to teach me some techniques to be more efficient at my job.
Sheet Metal Mechanic/ Lead (Former Employee) – Davenport, IA – June 25, 2016
very flexible with new personnel, lets you learn the job on your own pace... workforce is fun to work with, even thought management was very new with the project i was assigned to work, they were willing to listen and provide us with assistance and help to. Very proactive and helpful quality control personnel.
Cost Estimator II (Current Employee) – Davenport, IA – August 7, 2014
I was lied to in the interview about what the job would require. I was not challenged and requested something more challenging or even the decision making requirements that I was told would be a part of the job in the interview. Management listened to my concerns and was appreciative of my dedication yet nothing was ever done. Others had serious complaints and again, management did nothing. As soon as a concern is raised, a target is now placed on your back and management will make your life miserable.
They have non-compliant charging of actuals to projects, put made up numbers in government proposals to try and cover costs that they have overrun. If you want to sleep at night, this place is not for you!
Assembler, MIC II (Current Employee) – San Diego, CA – May 28, 2013
Work is easy and can learn fast. The management is not fair for evaluating progress for individual skills always has a favoritism when it comes with raise and promotion. So, it's not what you can do and what you know. It's whom you know or if you have a connection, then you can have a fast promotion and the money is good. co-workers are fun to work with. the hardest part of the job is dealing with people that like to turn you down when they think you're a threat to them because your smarter than them, they most likely to get rid of you to keep the're job. Is job security issues. learning new things, exercise and apply it to work.
R&D Engineer and System Engineer (Current Employee) – San Jose, CA – April 9, 2014
- My typical day at work is designing new PCA, harness, cable or release documents for production. - I have learned how to use new devices all the time, and then I have to integrate to our system. - I am working in multi-culture environments, but they are very friendly. - The management is about fair. - The hardest part is spending too much overtime to complete project on time. - The most enjoyable part of the job is when I see new product that is launching.
Marketing Manager (Former Employee) – Davenport, IA – May 6, 2014
continuous high employee turnover (even in a poor economy) due to dis-satisfaction and frustration with senior management excessive meddling by UK senior execs results in poor direction, mis-management, and lack of decision making no promotion potential - Davenport has demonstrated numerous times that they will not promote talented insiders to director-level positions
Finance Lead and Procurement (Former Employee) – Prescott, AZ – May 2, 2016
Turned off Intercompany when they are a global company and need it. The Project Manager does not know what he is doing. and he has no people skills. The most enjoyable part was working with the users .
Supervisor/ machine shop (Former Employee) – Methuen, MA – March 21, 2016
Good company to work for,. great people to work with I have bonded with many co-workers over the 20yrs I was employed. I worked on many projects, they built electro-mechanical rotary joints, these are used in radar both private and military applications. I also worked on a unit that is on the Mars Rover
moved to Exeter N.H.@ that time I took a retirement package
Technical (Former Employee) – Davenport, IA – September 22, 2014
Employees constantly under stress to meet unrealistic deadlines; lack of training or direction to new employees; excessive turnover; money spent on "feel good" projects rather than new employee training; too many levels of management. Decent benefits.
Free parking, oh boy
Extreme and constant stress, job/life balance unacceptable, used to be a nice place to work but now it's just based on more and faster production, even if it's wrong.
Update - this company has continued its trend of high stress, too many levels of management, too many unnecessary changes to its SOF, and a lack of commitment to its legacy workers. Employees continue to be treated as disposable and employee turnover continues to be high. New employees lack basic training for the jobs for which they are hired. Legacy employees are disrespected. Management lacks understanding of the basic principles for FAA projects. New management-level hires from outside the company contribute to a diminishing knowledge base. Overall, the company needs to listen to the concerns of its employees. Frequent surveys are conducted, but the results are ignored.
Job Work/Life Balance
A bad place to work
Engineer (Former Employee) – Davenport, IA – October 21, 2015
The Best Places to Work Survey (2014) showed Cobham not only scoring below Industry in general, but also below other aerospace firms which don't do as well as other industries. Turnover of personnel is high. Cobham has both direct hires and contractors. Both of these have people who choose not to live nearby and travel home frequently to out-of-state locations; this makes for a disruptive work environment as well as employees who are less dedicated to the company. The management is completely out of touch with the work that's occurring and often are unavailable and un-involved in the the details of the tasks as well as if the work was accomplished to the requirements of the program. Management will say "good job" to substandard performers. Standard industry practices are not followed. There are only a few electrical engineers on staff despite the high number of electronic components. Quality personnel don't take the initiative to work anywhere else other than the manufacturing floor. People who try to make changes or bring up concerns are returned to their seats or sent out the door. The verification team on the refueling product is very immature. Components were allowed to sit without modifications for several years without testing and with known concerns. People are assigned to different position titles and descriptions from their previous experiences and are not mentored in their roles. Engineers are hired who may not have actual degrees in engineering. Products produced are typically for the military and the concerned citizen may sit in fear that the statementmore... of work for the contract isn't followed. Configuration control was almost non-existent and each person had to store certain files on their own computer or the group server (but without upper level oversight or direction). Upper level management very rarely asks for presentations of status and then refuses to get involved in any issues that are brought up. The engineers are left to linger in ignorance about what the gimmick is. The product must at least go to market before there can be aftermarket rewards.less
Management, Work Environment, Quality practices, High staff turnover