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Waters

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Waters reviews

Changed over the years, not for the better - Field Service Engineer Waters Employee Review

3.0
Mar 20, 2022
Field service engineer
Recommend
CEO approval
Business Outlook

Pros

Autonomy was/is the best reason to be a field service engineer. Create your schedule based on your customer needs and balance that with company needs. Hopefully you will have a suitably staffed and managed district to work within. If not, then you may be micromanaged or everything becomes an emergency and you will not be able to set your own schedule.

Cons

Terrible upper management/ leadership. Fascist globalist CEO. You will be vaxxinated, even if you work a remote position and never step foot in a customer site or Waters office. Terrible ‘upgrades’ to CRM and other internal platforms. You will be dragged down by the weak links of your team and expected to carry water for them.

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Waters Response
4y
As we continue to evolve as an organization and our focus returns to growth and innovation, we recognize that some of these changes have been difficult to adjust to, especially for some of our long-term Waters Employees. We are committed to supporting our employees through this time of change and feel that we have the best leadership team in place to do so. - Wendy G.

Explore other reviews about Waters

5.0
Jun 18, 2026
Cloud engineer intern
Recommend
CEO approval
Business Outlook

Pros

Flexible work hours, Great projects

Cons

During my time their I didn't experience any obstacles or challenges their.

2.0
Jul 9, 2026
Field sales representative
Recommend
CEO approval
Business Outlook

Pros

Great coworkers who truly care about putting best foot forward and great technology.

Cons

Compensation has not kept pace with inflation, making it difficult to feel rewarded despite strong performance. * Career progression lacks transparency. Advancement opportunities are limited, and there are no clearly defined milestones or timelines for promotion in some functions. * Organizational priorities and direction frequently change, making it difficult to execute long-term strategies. Communication from senior leadership can feel disconnected from the realities of frontline employees. * The company has become increasingly top-heavy, with decisions often taking a long time to reach the people responsible for execution. * Incentive structures have become less competitive over time, which has negatively affected motivation and retention

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