Regeneron Pharmaceuticals FAQ

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36 English questions out of 36

3 July 2019

What is health insurance like at Regeneron Pharmaceuticals?

Pros

Good pension plan, health insurance and dental insurance

Cons

very busy place, demanding environment.

Advice to Management

To treat every employee as an individual.

Good pension plan, health insurance and dental insurance

3 July 2019

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6 June 2019

Does Regeneron Pharmaceuticals offer sponsored degrees?

Pros

Competitive pay and benefits for the area Great company events Opportunity for growth and advancement Tuition reimbursement Cafeteria and fitness area on site

Cons

Lots of weekend/holiday work Company culture varies greatly Often the cream doesn't rise to the top

Advice to Management

Stay engaged with all of your reports, direct and indirect.

Tuition reimbursement

6 June 2019

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19 June 2018

Does Regeneron Pharmaceuticals give time off to volunteer?

Pros

Engaging and collaboration workplace Excellent benefits, volunteer time, and community contributions

Cons

Needs to evolve its commercial footprint

Excellent benefits, volunteer time, and community contributions

19 June 2018

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27 November 2019

Does Regeneron Pharmaceuticals offer housing assistance?

Pros

Great coworkers, reasonable pay, housing stipend, structured internship program

Cons

Could've given a larger housing stipend. NYC metro area is expensive

Great coworkers, reasonable pay, housing stipend, structured internship program

27 November 2019

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30 July 2020

What is the retirement plan like at Regeneron Pharmaceuticals?

Pros

The starting pay for someone right out of college was really nice, especially if you work nights/weekends. Insurance benefits are really good, and 401k match is also really good. The cafeteria has a lot of options, and the company provides free breakfasts on Friday's (or a punch card for a free meal at a later time if you don't work on Friday's). There isn't really a dress code - you can wear whatever you want, within reason, including jeans (think your high school dress code). No need for business/business casual for most non-corporate people. Training/onboarding was pretty thorough for new employees, which helped people coming straight from college feel at ease.

Cons

They stress during onboarding that advancement opportunities are really plentiful - if you are in your current position for a few years and want to gain experience in a different department, you can easily apply for internal positions . It makes sense for most companies to hire from within, but my experience is that it would be easier to quit and either find a job elsewhere or reply at Regeneron from the outside than it is to apply as an internal hire. If you are hired as a BPS in manufacturing, at least in mid-scale, you will never leave. They know turnover rate for BPS's is high (because that's the entry-level right-out-of-college position) and they want to minimize that, but to such an extent that it makes employees extremely unhappy and a lot of people just quit and get jobs elsewhere. For lead/supervisor roles, it seems like the BPS's that are chosen for the jobs are chosen for their relationships to the interviewers (in a "pick your best friend for your dodgeball team in gym class" kind of way) rather than their merit, experience, or leadership abilities. This is incredibly discouraging. Mid-scale manufacturing (versus large-scale manufacturing) has, and continues to make, arbitrary rules regarding your ability to switch shifts or apply for lead/supervisor positions - you have to have been on your current shift for at least 11 months. This means that if you're placed on the night shift and find that it really doesn't work for you, you can't apply for a day shift position (even if it's open and no one else wants it) simply because you've only been on your current shift for 9 months. If you don't get along with your direct management in a way that causes you extreme amounts of stress on a daily basis, but you've only been on your current shift for 3 months, your only option is to quit or stay and allow your professional performance and mental health suffer as a result. They care more about employee retention than anything else, but don't do much to ensure that you are excelling at your job. Credit for successes is frequently given to leads/supervisors and above, even though the BPSs are the ones doing the work.

Advice to Management

-accept criticism from BPSs when it's valid and implement changes based on the feedback (you aren't always right and a lot of decisions that have been made while I've been employed here have either made no sense or have contradicted the end goal) -don't trap employees in BPS roles (no one wants to be in manufacturing forever - accept that or continue to lose employees/investments to other companies) -don't make arbitrary rules (if you have a choice between letting a BPS switch to a shift that no one else has expressed interest in, and losing that employee, LET THEM SWITCH - you will end up with a happier, more productive employee as a result, even if it means having to deal with the temporary inconvenience of a shift reorg)

Insurance benefits are really good, and 401k match is also really good.

30 July 2020

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36 English questions out of 36