assembly operator

assembler

entry level assembler

warehouse worker

line assembler

Carrier

Carrier is suffering from a number of challenges post-separation: broken/immature or missing processes, zero appreciation for data governance and ineffective leadership.  IT Senior leadership values relationships (covering for buddies) over performance.  Individuals who repeatedly fail to deliver are given greater responsibilities and in some cases, promoted.  Gross project failures are minimized with little to no corrective action.  Wholesale project failures are minimized as trivial matters..."We knew this was going to be challenging."  In the rare case that someone does speak up to discuss a failure, they are chided for not doing enough to get the information they need (super hard if they were never engaged to even be aware of said info).  An environment like that just smothers success.

The procurement process is byzantine and randomly changes.  There is no standard project initiation and execution process. There is no data standard for key objects: vendor, employee, customer, asset making it near impossible to represent these objects across platforms (even still, Leadership still expects the most robust reports).  License keys are purchased without considering the company's existing license/functional footprint duplicating expenses, creating tech debt and leading to more customizations.  Software is deployed without proper Stakeholder engagement.  Projects are green-lit without sufficient resource support. 

Bringing this to anyone's attention just garners blank stares or worse, "I don't care. That's not my problem". This would be challenging to navigate in a mature environment.  Attempting to do so while Leadership is literally deploying every Infrastructure and Cyber Technology known to man makes for a spectacular cluster and really long days. Without proper processes, transparent communication and a laser focus strategy to set your course, a typical workday was spent fighting fires, aimlessly trying to find the right person to accept responsibility for an issue and pleading with Senior Leadership to actually "care" about the issue at hand.

WFH Policy: Carrier is remote during the pandemic but has little appetite for an extended/modern Remote Policy.  Well, unless you are special friends with Leadership...then you may get a pass. Barring a complete reversal, after offices open up after the pandemic you should expect to live near the office and drive to work on most days .

Projection: When building its infrastructure & cloud teams, Carrier hired the majority of its mid-level IT managers BEFORE the Senior Leaders of those Teams. One can imagine that those Leaders would have preferred to have built their teams from scratch.  A strong leader could have been successful with the assembled talent.  Instead, Carrier's IT Leadership has opted to slowly pick off their inherited talent. The IT Team has seen a bit of turnover from both resignations and layoffs (to make room for more buddies).  It remains to be seen whether current Leadership's plans to hire folks from their previous company will turn the ship around.

A majority of people at Carrier are family related so the chances of looking for a good job position are slim to none. They don't have to worry about overworking themselves like the good workers do unfortunately. The supervisors & team lead overwork their employees and threatens them with a write up/point if they don't work at their preferred pace expectancy, The facility does not take safety and offering good help as much as they preach about it. One employee had suffered a near fatal ankle fracture on the job in the coil shop back in early March of this year. Upper management threatened to give that person a point was advised to go home early for safety precautions. If you have low seniority then your chances of getting the highest bid is not a sure thing. You can go up to management and the supervisors about but will laugh in your face about it. They will tell you that the only chance to get it if there is someone with lower seniority than you is still working at Carrier. In which, the turnover rate is so high at Carrier that people with low seniority are stuck working as a PTC or on the assembly line until further notice, If you think that your PTO kicks after the 90 day probation period then you absolutely incorrect. The average Carrier employee has to work 3-5 years straighten until they can receive a full week of vacation time off from work or to take a day off. And if you're running late to work they will not accept tardies like other jobs. You will instead just receive half a point at best. The $1,500 bonus is only given out every 90 days/3 months by not missing any day of work. The company will still get a certain percentage from your bonus while the higher ups go home with the most money earned in that three month span. And if you are planning on working first shift then good luck with that. Too many older people and people who are full time parents will get first dibs. Along with the employees who are family related to the ones who work in the office or on the work floor with the first shift crew. And there is also an older team lead in the coil shop department who abuses his power by overworking the employees, constantly bumps them off their job thru the shift, looks at the women with a perverted look, and inappropriately grabs people the wrong way without their consent. All in all, I advise anyone who wants to work at Carrier to get as much money as you can before going elsewhere to work. That is my best advice.  

My experience working at Sensitech, owned by Carrier Corporation, was truly a blessing. This company fosters a positive and collaborative work environment, where teamwork and cross-functional collaboration are highly encouraged.

Work Culture & Team Environment:
One of the most outstanding aspects of Sensitech is its strong culture of teamwork and focus on achieving results. Employees are encouraged to work across different departments, which enhances problem-solving and innovation. The people at Sensitech are professional, supportive, and dedicated, making it a great place to work and grow.

Compensation & Benefits:
Sensitech offers competitive salaries and great benefits, ensuring that employees feel valued and fairly compensated for their contributions. This makes it an attractive employer in the industry.

Workplace & Facilities:
The facility provides a comfortable and functional workspace, although it is somewhat outdated and could benefit from more maintenance and upgrades. Despite this, it remains a good environment to perform daily tasks efficiently.

Career Growth & Opportunities:
There are some opportunities for growth within the company, making it a viable long-term career option. While advancement may require patience and persistence, the company does provide employees with opportunities to develop their skills and take on new challenges.

Overall Assessment:
Sensitech is a great company to work for, with a strong team-oriented culture, competitive compensation, and a positive work environment. While the facility could use some updates, the overall experience of working here is fulfilling. I would definitely recommend this company to professionals looking for a workplace that values collaboration, results, and employee well-being.

What is the best part of working at the company?
Being a part of the business that created air conditioning.

What is the most stressful part about working at the company?
There is a lack of commitment to a single plan for how to advance the company. Where there are many competitors who are listening to their customers, and the needs of the workforce, they are chasing agendas and internal noise. I had a co-worker at Carrier who told me "If they would just listen to the customer and solve their problems, the money issues would not be there." Shortly after he said that, he left the company. The lack of a continuous vision, and the inability to take action without others putting a lasso on those actions for extensive periods of time was the real stressful part of the job. You can't help your customers if your company literally will not allow you to.

What is the work environment and culture like at the company?
The work environment was challenging. Constant re-implementation of existing tools. Daily meetings that took priority over customers. Lost of skeletons in the closet that you are asked to clear out on the first day, only to keep finding more, and after about 6 months, you start wearing the badge for the skeletons. The culture was very much "We do this for the managers, but this for the customers." You have two sets of work expectations. The one that satisfies the statistics first, and then you are expected to make your numbers despite those irrational choices.

What is a typical day like for you at the company?
Meetings, email marathon, and morning calls. Customer site-walks, technician trouble calls, customer trouble calls. Sales calls, Quote Assemblies and Job Status Reviews. There is about 1000 additional things that can spread this thin, but this is the frequent norm.

No day at work remains blazing in my memory like the day my supervisors arrived my office unannounced, They brought in some new work forms and methods to replace old ones. We had to change statistics and other valuable information in the office. It was called "The Operation of Reconstitution of Forms". It was a very hectic day. There was much volume of official work to do and there were so many customers waiting to be attended to. We could not tell the post office customers to go and come back later because we didn't there was no  pre-notice that there would be indoor official activity to be carried out on that day. Customers of post office savings bank especially those for withdrawals could not be talked into understanding with us. I had to mobilize with my colleagues to manage the situation.
I decided that some few co-workers should attend to the customers while I follow up the reconstituting of forms and to later impact the knowledge to them later for continuous action. 
The hardest part of the job was getting to dismiss customers already in the office after working hours. I have to convince my subjects to bear with the customers and serve them. 
I enjoyed the job basically because I love doing my job, I am assertive and have a true passion for helping others and enjoy interacting with people but the salary was too meager.

I went to work for Carrier during the aftermath of the 2008 economic malaise. Carrier was once the biggest name in air conditioning. Willis Carrier invented air conditioning. Back in the old days, if there was a problem with a system and Carrier sent out the smartest people I have ever been around. I went to work overseas for 5 years in the eighties. By the time I got back to the States, Carrier was battling McQuay for the forth biggest HVAC company. Carrier had lost its position at the top of the hill. Now the really impressive people I met earlier from Carrier had moved to Johnson Controls, Trane, and York.  So when I was hired by Carrier I felt like I had made it and was rubbing elbows with those smart people in my industry. I started at the San Antonio branch and they moved me to the Austin branch.The Austin branch was doing horribly and people were being laid off almost weekly. We had a senior Account Manager, and I was the junior Account Manager, with a reduction of force target on me and sure enough was ultimately laid off. Before that as we lost people in the office the remaining people had to do the jobs of those laid off. This was difficult. The managers varied in abilities. Some were very good. Some were not.

As Carrier morphs away from the UTC umbrella to a standalone company the message is confusing & cloudy with the appearance of intentionally leaving employees in the dark as nervous nellies. The inside joke was the lack of communication is by design having the uncertain employees seeking employment options out of fear of job loss, numbers reduction without package payouts. The early message in 2019 was get Carrier back to the staffing levels of six years back. "We will hire 30,000 new employees with a focus on "young"". Sixty days after this powerful message the mission is layoff's, cut back's, hiring freeze or terminate people for no written cause.     

Carrier will likely survive and do well when this settles down be it Carrier or as a Carrier joint adventure if sold. One can't help and wonder is this restructuring & shake-up positioning Carrier for a sale/joint adventure once very lean and profitable? 

3 years ago work hard and good Management

2 years ago sell-sell-sell, the year end message was positive

1 year ago once the spin off announcement was public everything changed.

Today employees just don't know as they are not told. Not one employee sees a secure long term future be it 38 years or 2 years invested.

A typical day starts with an early morning review of plant performance activities in areas of safety, production, quality, employee issues/concerns. An hour later, I have a staff meeting to provide a communications media for my staff to discuss items listed and new items related to the business.

Being up to date with current businesses inside and outside the company is a learning curve that all managers should adhere to. Being able to provide direction and discussion of this nature energizes the organization.

My management style is one of leadership. I provide the tools necessary to have the best team available to meet the strategic goals and objective of the organization internally and externally.

My co-workers are respected and provides respect to the organization. This is a true value to instill and adhere to in any team oriented environment.

The hardest part of the job is cutting workforce when the final decision is made for this to happen.

The most enjoyable part of the job is meeting goals and objectives of the business, providing and having a fun environment within the plant within all levels of the organization.

Carrier is a great company, with great people, however,  there seems to be a disconnect between upper management and front line employees.   Upper management would often make decisions without really taking into account how it would affect the front line employees, therefore making it hard for these employees to do their job.  

Carrier does not have any formal/structured training program for its employees.   In recent times, when a new software package was implemented,  it was a total fiasco.  For months no one really knew how to properly use this new system to properly do their assigned jobs/tasks.

A lot of great people either left or were fired, due to the company loss of profits, because of the decisions of the Upper Management team.

Carrier would be a much better place to work if:

1 - A better training system was in place, for new hires as well as for any changes to any  processes or procedures

2 - Employees were viewed as valuable assets not just as a number 

3 - There was a better compensation plan, not only for Upper Management and the sales team, but for all employees as well

4 - Elimination of the nepotism and favoritism which has existed within the company for a very long time 

5 - They would truly promote from within; this is preached but not really practiced



Having worked at Carrier, while they were under United Technologies, I experienced a lot of peaks & valleys. At times, I was allowed to run my own projects while other times it was a sea of red tape just to get anything done. For some projects, I would work on them for weeks only to have it fall out of favor with a random executive and then get cut. This happened all too often. Carrier, similar to many other "GE-like" corporate cultures, shifts priorities like the wind. At first, I was frustrated by this until I learned it's how many middle to upper level executives succeed there. If you constantly work on "big" things, but then never finish them for seemingly legitimate reasons then you never actually fail. The phrase "I worked on X project" replaced what should have been "I completed X project." Working on something became just as important as completing something. It's an unfortunate byproduct of being such massive company. Many of the individual brands under the Carrier umbrella do great things and have great teams. 

That being said, Carrier pays extremely well, has great facilities, and wonderful benefits. 

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