Flextronics – San Jose, CA
Purpose: The Director, Global Account/Program Management is responsible for one or more customers, and will ensure execution of these programs across… Ivy Exec
Flextronics – Cd. Juarez, NA
Responsible for managing day-to-day operations and core functions of operations in order to achieve and maintain operational excellence.Ability to… Ivy Exec
Flextronics – San Jose, CA
Purpose: Responsible for one or more projects on a global basis that are interrelated from the perspective of customer, technology and or product… Ivy Exec
Flextronics – Zhuhai, NA
include:- Manage activities of all site-dedicated GLPI and sub-regional LP staff within region- Act as direct line Manager for all dedicated… Ivy Exec
Flextronics – Manchester, CT
Provide Technical training and direction of molding technicians, material handlers, manufacturing quality inspectors and other Vision Technical… CareerBuilder
Sr. Project Engineer – new
Flextronics – Buffalo Grove, IL
Provides coordination of new product introduction activities and support for ongoing manufacturing activities related to individual products… CareerBuilder
Engineering Technician – new
Flextronics – Irving, TX
The Company: Founded in 1969, Flextronics International Limited has grown into a $26 billion business and become one of the world's leading… CareerBuilder
1 person found this helpful
- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Flextronics (more than an year)Pros
If you are a manager and above, this is a GREAT place for you. These are probably the people that give good reviews.
I have seen an assistant manager that works like a horse and a manager who works like she is on vacation.
Bigger pay, bigger allowance, lesser hands on jobs, lesser time spent in the office. These are wonderful positions.Cons
There are too many managers and above. The system is just not working. It does make sense 100 years ago for managers to sit around barking orders and play solitaire. But who will get the work done if 8 out of 10 people in a department are managers? And most of the experts end up as managers and the knowledge die there because they do not know how to manage, look down on people and does not transfer knowledge because they are not non-technical enough to appreciate learning and development.
A lot of talent come and go. What a waste of money. If you can interview the ones that left, I believe all of them were disgruntled.Advice to ManagementAdvice
There are too many of you with different management style that are mostly hostile and disruptive. One manager that can manage people is better than 10 managers that are highly technical and cannot manage.
Consider giving them technical lead positions.Doesn't RecommendNegative OutlookNo opinion of CEO