What is the hiring process like at Kite Pharma?

Ok company culture. Workplace politics is just average normal. Pretty generous pay packages --if you get the right position.

Somewhat disorganized from the hiring spree when I first started, high staff turnover throughout, and big restructurings later in my employment. Individual sub-teams may be well-functioning, but above that level up to the C-suite level, not so much, The issue also is that they seem stingy with internal promotions, leading to some resentment.

In manufacturing, processes usually do not go on for the full 10 hour shift. There is a lot of freedom post-processes which is a pro, and includes a gym if individuals choose to exercise during those times. Manufacturing peers (strictly only fellow CTS's) are extremely positive, uplifting, and do their best to look out for other individuals to the best of their abilities, setting everyone up for success.

If you are in manufacturing, your word, experience, suggestions, and existence is despised amongst other departments. Although manufacturing are hands on with the patient product, following SOP guidelines with good communication when issues arise, it is near impossible to be able to suggest edits or process changes to other departments as you will promptly be ignored or brushed away. There is also an extreme lack of communication across shifts, departments, managers, leads, and supervisors as it is extremely rare that manufacturing will adequately receive the proper information to execute processes. Changes will be made last minute, or there will be a large gap in information conveyed to us until we are on the floor. Supervisors are not adequate enough to manage a team, let alone having 4 for one shift, when none of them are able to support the team. Escalations take 10 mins-1 hour to be resolved (let alone even get a response) . There is rarely (if ever) supervisors on the floor as well to help expedite escalations or to set the team up for success by relaying information in person, or overseeing processes. Oftentimes supervisors will offload their work and responsibilities to other CTS's who are not responsible for supervisor level duties, and if CTS's do not accept that work, then they are often looked down on by supervisors. Supervisors and managers also do not look after their team or the individuals under them. Victims of workplace harassment will be punished by simply being the victim and exposing that information to HR. Individuals who try and voice wanting to improve on certain processes due to not being placed on them are punished by having their promotion denied, with the logic of "By the next promotion cycle, we hope that you are more comfortable on this process." which is extremely backwards, as CTS do not make the schedule or have a say on what they want to do that day. Supervisors allow toxic mentality to spread, playing favorites and egging on other individuals as well as creating false narratives to get their way vastly shows within a couple months of working at the site. Their extremely vulgar and sarcastic comments are often brushed off due to the power play that if any individual comments on it, they will be punished in one form or another.

Benefits from the parent company are the only pros here.

The work environment is extremely toxic and hostile towards those that are efficient and good at their responsibilities and roles. The workplace favors extreme incompetence across manufacturing, technical training and quality departments. I’ve never seen a company where associates can get into physical altercations and still keep their jobs. The people leaders that tried to hide that altercation should be cut immediately but that’s not what they like to do over at kite pharma where instead of focusing on the cure they like to focus on other people’s bodies. They like to reward incompetence with less responsibilities and praise while those who are competent enough get reprimanded with made up lies. There’s no point in providing feedback to the people leaders because they will twist your words in order to make it so that it looks like you are going against their precious core values. It doesn’t matter what you say because once they’ve made up their minds that you’re not exhibiting enough teamwork and inclusion then that’s it. If you’re not competent enough at your job then for sure there will big bonuses and raises waiting at year end review. People leaders will absolutely twist and turn the HR processes that are designed to protect personnel against them. There’s a lot of heavy abuse when it comes to making a complaint against any individual. Lots of biases involved since it seems that no one at this company have friends outside of work so they take everything as a personal attack on their “friends”. Lots of individuals needs to be tiptoed around on eggshells or they might get offended at the slightest breeze, people leaders don’t see that these people are the problem but insist on turning a blind eye labeling it as anti-inclusive , anti-teamwork, anti-collaboration and whatnot. Never know when the next person is going to get offended and start acting like they have been a victim their entire life