Rapid Micro Biosystems Reviews

Work-life balance: As an automation engineer, I was expected to work 1st shift (M-F 9am-5pm) while also be on-call for production line support. I could be called to troubleshoot or come onsite to resolve line issues anytime from 5 am to 1 am the next day. Note that I was salaried and earned no overtime for off-hours work. Also, I was expected to be on-call using my personal cell phone. No work phone or cell phone bill credit were provided. Workload & Relevance of Roles/Responsibilities to Job Title: After the 20% workforce reduction (see the public 8/12/22 Q2 Press Release), we had to absorb additional responsibilities from those who were let go or those who transitioned out of their roles. The team was already stretched thin and was expected to be responsible for more (without additional benefits or compensation). During my time at RMB, I spent less than 10% of it performing actual automation engineering work. The rest of the time was spent doing functions unrelated to my title such as manufacturing and continuous improvement engineering. Training: Formal and adequate safety training on topics like electrical work or Lock-Out-Tag-Out were not provided despite the presence of electrical and pneumatic hazards on the manufacturing floor. We asked management several times for these trainings but received nothing. Underpaid: I was paid 32% less than the U.S average salary for an automation engineer II position.

Cons: Benefits, Compensation and Reviews: - Reviews happen when management feels like it – how does going years without a raise sound? - Reviews are not transparent – forget 360 feedback, forget metrics, who needs those - Reviews like to focus on the negative – not too many times in life will you get a 'spectacular' review that makes you feel angry - Salary is low – way low - Healthcare and fringe benefits either have deteriorated annually or just don't even exist – you thought start-ups were fun, me too Management: - Almost without exception middle management has been appointed due to length of service over capability – most will admit they are actually terrible managers not that they needed to - RMB managers like to promote an open and honest flow of ideas – especially if they can throw you under the bus for them later or steal them by trying to leave your name off a patent (trustworthy) -Middle managers like to manage using fear and intimidation – inspiring the underlings by telling them they are going to get fired (very nice) or just yelling at them (that always works too) - Got a complaint? Upper management will tell you too bad, maybe you should look for another job then (empowering) -Launch a couple new products, feeling pretty good about? Well don't look for recognition or even a thank you email, that would be too much to ask (inspiring) - Management is uptight for a start-up, work is work and never fun Culture: - Negative and on a downward trajectory, young talented staffers continue to leave - Low-performance culture - Expectation for failure Misc. -Company does not learn from old mistakes – RMB keeps making the same mistakes and as a result is almost always in panic mode