Questions and Answers about Amgen

Here's what people have asked and answered about working for and interviewing at Amgen.

View all 28 questions about Amgen

What would you suggest Amgen management do to prevent others from leaving?

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Get a heart and empathy for your direct reports. You are only as strong as your direct reports. Get the focus back on patients instead of meeting department mile stones; you are killing your employees with too much all the time nonsence. Stop taking short cuts that will only end in failure for everyone. Learn how to manage and develope your people and listen to their needs. Stop setting them up for failure. Treat the contractors the same as full time staff. Remember they are doing the majority of the work, too often I saw them treated like sub par employees. Take the time to train people correctly so that mistakes can be avoided.

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More acknowledge to the staff.

Answered - Manufacturing Associate II (Former Employee) - Municipio de Juncos, PR

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Amgen needs to be more transparent and follow the FDA guidelines. The code of conduct procedure needs to reviewed and changed. The FDA needs to watch this organization very carefully. They need a third party organization to examine the entire Sales Force as well as Reimbursement procedures.

Answered - Field Reimbursement Access Specialist (Current Employee) - Boston, MA

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Wake up. Listen to someone besides your buddies

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Recruit consultants that had been worked in Amgen

Answered - Principal Validation Scientist (Current Employee) - Municipio de Juncos, PR

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Just pay attention and put the best person in the right role

Answered - Senior Sales Operations Manager (Current Employee) - Thousand Oaks, CA

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Hire people with an in-depth experience launching products that require extensive pull through. They should also understand specialty pharmacy process. Pay based on experience, not whether you're male or female. In my District, males were paid much more than females. Balance work life with personal life. Stop micromanaging and provide tools and services that actually work to pull through products without BSRs risking HIPAA violations. There was always some type of fire drill from nervous managers, fearing for their jobs. Lack of communication between different internal sources such as Medical Science liaisons, OCT (managed care team), Access Specialist, Nurse educators, and sales. Constant turnover of staff.

Answered - Sr. Biopharmaceutical Sales Representative (Former Employee) - Thousand Oaks, CA

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Be truthful about company business model.

Answered - Principal Plant Engineer (Former Employee) - Thousand Oaks, CA

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