No salary range info from Hon on sites like indeed. Me thinks it's because their ranges aren't competitive. Current employees and applicants should know how flat the salaries are, by design. I got "good" raises every year and still got a lot more money when I left. Do your next job and ask specifically for promotion. Don't let them say it ain't no money available... thats bs.
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I agree with everything you posted but the incoming salaries. They're far too low to attract top talent. The raises are a joke and the benefits are an insult.
Honeywell went woke and is now going broke. I was told I wouldn't make the jump to band 4 because I'm not a diversity candidate. Gone are the days of hiring and promoting based on performance and competence. Now, Honeywell only cares about ESG and DIE (I call it DIE because that's what companies are doing that go down this road). Combine this with the fact that Honeywell's reputation for being a stepping stone or where your career goes to die, and that's what you get. I left for Boeing, got a huge raise, and now know the other side of the story why Boeing ditched Honeywell for avionics.
I can only speak on the product development side but interviewee quality and number have dramatically dropped in recent years. We have a very poor reputation.
@5ogn+1ntzt8tx Idk about that, we couldn't get qualified candidates and I've been on the interview panels. And candidates that showed any promise either backed out or ultimately turned down an offer. Managers are desperate to hire good people and yet the HPD cycle ensures people don't stay. I bet an analysis of age per tenure and departure age vs tenure or local will show the age of the candidate, nor local roots really impact everyone leaving. Hon couldn't keep an STD these days.
It's not that they can't attract. The problem is they don't want college grads that will jump ship in 2-3 years. So no candidates that have a GPA or desire to get a masters. No candidate good enough for Pratt to pluck. Try to find candidates that already have roots in the area.
Agree, in SPS the design and engineering quality has dropped off the cliff.
The new hires in last few years have been the worst I have ever encountered, just awful.
I guess we can not attract talent any more which is entirely understandable, I only work here as I promised my other half to stay local and it is easy money.....although I feel like my soul is being su-ked away every day.
Unless Hon is handing out good hiring bonuses, I doubt their hiring range is very competitive. Further, if it was competitive, the young talent pool would be much better. The new hires I saw were average students at best though proud to have worked with a few exceptions. Hon, do better.
I can state that salary wise Honeywell are competitive on incoming salary. Then they will gladly let the new hires that come in years after you be paid more than you. As a manager, I was helpless to fix it other than privately encourage my engineers to apply for another position on another team to get a promotion and raise.
What's worse is that the benefits are horrible. Like seriously, they are a joke. Some years I bought my own insurance on the marketplace as it was cheaper.
Also, Honeywell aerospace has no correlation of pay for performance.
I've seen the pay discrepancy between 2 employees of the same position as much as 100%.
The only difference being that the overpaid one has been in his position for 20 years and compounded "pay for performance" raises to absurd levels. And the good ol' boys club does what they can to boost each other into the top blocks while forcing others down.
In the long term it will all move offshore, so nobody should think any stint here is going to be a long-term affair.
You have to go to recruiting agencies to get a number. Someone on LinkedIn just contacted me for a job and made us both the favor of putting the salary range for the position. It was way below my default.
Don't forget the cost of mental health damage, the daily exposure to stupidity takes its toll!! Seemingly we don't employ qualified staff anymore.
@1fgd
That's because HON is selling you the insurance. If you look into personal private insurance, there is a good chance that you will find it cheaper outside of HON. I have friends that have to go on to the private market, due to being self employed, and they are shocked at what my insurance costs. I am too close to Medicare to worry about it at this point. I've also noted that in a couple of Townhalls, I've seen the HON health insurance promoted. HON is making money off of our health insurance and is really no benefit to us. Check out your W-2 and see what HON says your health insurance costs them. You will be shocked.
The health premium cost me 1300 a month. 401 match is once a year hoping you leave or they fire you before payment day. Salary growth once your in is slower then a snail
The salary is competitive imo. But, healthcare premiums are costing my family $850 a month. Non smoker. Usually a high deductible plan would have lower premiums but not at Hon.
You have to look at total comp too. My base was 30k more at hon than my previous job, but the exorbitant health care premiums and high cost of other standard benefits convinced my wife I was somehow making less (she is who watches the pay checks like a hawk snd so she knows what I bring home each period). And the 401k match is complete garbage including that you can’t put any of your bonus toward it.
I think it depends on where you are located. In lower cost areas in the US it seems to be competitive (I know this for a fact). I think the problem is the higher cost US sites are quite underpaid.