software engineer

senior software engineer

field engineer

staff software engineer

shift leader

GE HealthCare

When I joined the GE Laser Modality in its heyday, it was the top grossing earner of all the GE Health Care service modalities.

I was given quite a lot of   leeway in deciding how to do my job. I set my own priorities for the most part, and basically followed the 3 C's mandate . . . Customer satisfaction, Continual improvement, and Compliance with standards.

As a Laser Field Engineer at GE, I worked out of my home office, and and took calls from GE dispatch. Demand calls (emergency field repairs) took precedence over PM's (scheduled planned maintenance). And  demand calls from contract customers took precedence overall.

As you may imagine, doctors, nurses, and hospital staff can be quite concerned when a laser goes down, so customer "temperature" (sense of urgency) was also taken into consideration when prioritizing call responses.

It was up to me to decide how  to use my time, and when I found out GE would pay for me to earn an MBA, I went for it.  I was able to complete that degree online, from many different  parts of the country.

For example, if I had just completed a job in the DC area and traffic was thick during the evening rush hour, I would pull over and go to a Panera restaurant. There, I would use their Wifi to finish up job-related administrative work, and then get busy with school. After a few hours, I would drive the 200 miles back home  in light traffic. It worked out fine.

We had teleconferences on a regular basis, so I and others in the Northeast team could keep in touch. Otherwise, I might go months before seeing a "co-worker," and I went over two years  once without seeing my manager, who lived several states away.

The GE Health Care laser team was essentially a 3rd party service organization. GE doesn't make their own medical lasers. We competed with OEM (Original Equipment Manufacturer) service departments.  We were their competitors, and we were their customers, since we bought parts from them.  

Laser Engineers were recruited from various laser companies. That meant we had a pool of talent with a direct knowledge of many different types of lasers built by different companies. And if a difficult problem came up, a knowledgeable  GE engineer with expertise in that particular system might  fly in to assist and train other engineers at the same time. 

We would  periodically receive training on specific laser types at our facility in Arlington, TX. We had partnerships as well, where we would receive in-house training  from a laser manufacturer and essentially become their field service department. 

I suppose the most enjoyable part of every job was getting the job done, and knowing that I had done a good job.

"The hardest part of the job?"  . . . Getting parts in a timely manner could be a big problem sometimes. When I first started with GE, we all had P-cards (Purchasing Credit Cards), and I could directly order most parts, and do it quickly. But a new policy compelled us to give up our P-Cards, and that made things unnecessarily complicated in my view. The parts-ordering process could be burdensome.

And  then there's the fact that during the almost 11 years I worked there, Laser manufacturers were becoming increasingly more protective of their service departments. They were able to make their systems difficult to work on by  making  proprietary dongles and special firmware keys necessary to even gain access to the laser service mode. Eventually, more companies refused to even sell us a parts.

I thought we should have tried harder to build more partnerships, similar to the one we had with Fraxel, where they trained us, supplied the parts, and we did all the field repairs and service.

The management of the national team was restructured several times, and that was a problem too, since management philosophies conflicted. Before I left, the team was broken up. We by then had already lost more than half the team through attrition, from 31 laser engineers nationally to just 15 or so, and yes, I was concerned about my job.

But last year, just before I turned 60. I was offered a buyout, a considerable lump sum of money, to retire. And so I did. Now I'm drawing a GE  pension, and thinking it might be nice to get back to work.

It was the right choice, because the GE Laser Team has since dissolved, the work was outsourced, and of course there were more layoffs.

The General Electric Healthcare facility located in Jupiter, FL on the surface is a mediocre environment. If though you allow it, and if you are discerning enough to peer beneath its surface, it can help you to clearly identify personality flaws & interpersonal and organizational skill weaknesses.

The most enjoyable part of the job is the informal environment with its laid back atmosphere.

A typical day involves interaction with many personality types, all with their specific quirks and idiosyncrasies.  This facet of the organizational culture can encourage diversity, patience, tolerance, and a willingness to work with others.  

I have learned that I was not as corporate ready as I once thought.  I have learned that seeing people every day makes you keenly aware of their flaws, in turn, making them seemingly more difficult to deal with.  This is when maturity & professionalism become extremely important.  I have learned that the most powerful force in any organizational culture is a positive attitude.

I have learned that often times, managers are coerced into their positions, and that in many cases, what is perceived to be a bad manager, is essentially a decent person who does not really desire to be a manger.  I have learned that when decisions are made, it is almost never personal - just business.  I should not be taken as a personal attack.  I have learned that ultimately, I am in control of how I feel, how productive I am, and my overall well-being.

Often, the management team is reactive rather than proactive, and in many cases, lethargic when making serious decisions.  This can help an employee to become more initiative-driven & organized.  It can also enhance analytical skill & problem-solving ability.

The most difficult part of the job is remaining motivated to perform.  This though, can be an aid to developing the skill of regularly giving oneself clearly defined objectives, that of remaining focused & staying on task despite the lack of strong leadership.

So, while the environment may not seem to be the ideal professional environment on the surface, if given sufficient time & with the correct perception, one could definitely use this organizational culture to embark on a journey of self-improvement.

PROS
-The atmosphere when perceived properly helps to create self-awareness.  It can also help to develop new abilities or enhance skills already possessed. The environment is extremely informal, and the schedule is highly flexible.  

SURFACE CONS
-The morale is extremely low, and employees are not motivated.  The management team seems to be highly ineffective, being reactive rather than proactive.  There are not many performance incentives, and opportunities for growth are scarce.

My morning would begin with a walk through the  GE Suites to make sure there isn't anything out of place or any suspicious packages laying around in any of the suites and access control of the suites . Than I would log on to my computer and checked the Ivisitors systems to see who was visiting the GE site for the day and what times they was coming and who they we're coming to see. Once they arrived I would assign them a visitor badge and escort them to meet their contact person inside GE. Other duties that I did would be the inventory of to the office supplies from the cabinets along with the Xerox Copy Machines parts like  for example  the color Drum cartridges or toner for the Machines and reorder them if they was low on hand. The most enjoyable part of my job is that  I love meeting and helping people from all over the world, that came to visit GE and making them feel comfortable and welcome during their stay and to assist them if they needed any help. My day would consist of signing in visitors and signing them out when they departed the site for the day. I also would assign them to a work cube or a office while they we're visiting the GE Bethesda MD site. I also took the pictures for the new employees for their GE Id badge. I also was in charge of receiving Packages from UPS ,FED-EX ,DHL , USPS and different carriers companies and than notify the owners who the packages belongs too ,so that it would be picked up before the end of the day and I picked up the mail from the mailroom and distribute it out into the mailboxes. I also assigned the parking spaces to the employees and distribute the parking decals to them. I also would escort food delivery to the proper conference rooms and also different contractors who we're visiting or working in our suite. I also was part of the Emergency Response Team and the workplace violent Team. My co- workers we're all very kind to each other and we all got along from the Top of  management on down. I would say the hardest part of the job would be if there was 3 or more delivery arrived at the same time. like the coffee ,the food, and the office supplies. but with patience from everyone they all got taken care of, and at the end of the day I would make security rounds of the building .

A typical day at work
A typical day at GE HealthCare moves quickly and is highly collaborative. Most days involve cross-functional meetings, problem‑solving with partners in operations and finance, and working through data or digital tools to improve processes. There’s a strong focus on delivering for patients and clinicians, so priorities can shift, but the sense of purpose is always present.
What I learned
GEHC is a great place to grow professionally. I’ve learned how to navigate a complex global organization, influence without authority, and use digital tools to drive better visibility and decision‑making. The company encourages continuous improvement and offers plenty of opportunities to learn new systems, frameworks, and leadership skills.
Management
Management is generally supportive and invested in helping employees succeed. Leaders expect high performance, but they’re usually approachable and willing to remove roadblocks when needed. Like any large organization, the experience can vary across teams, but communication and transparency have been improving.
Workplace culture
The culture is mission‑driven and values accountability, respect, and collaboration. People genuinely care about improving healthcare outcomes, which creates a shared sense of purpose. It’s a fast‑paced environment, so adaptability is important.  Everyone there is smart and generally willing to help each other.
The hardest part of the job
The biggest challenge is balancing competing priorities while navigating a matrixed structure. Processes can be complex, and decision-making sometimes moves slower than expected. It requires patience, organization, and the ability to influence multiple stakeholders.  I am part of the Finance organization and expected to work over the weekends over quarter close.  Deadline pressure can be fairly intense.  But days are not boring!
The most enjoyable part of the job
The best part of working at GEHC is knowing the work has real impact on patients’ lives. Collaborating with talented teams and being part of meaningful innovation is fulfilling. When goals are clear and teams are aligned, the work feels energizing and rewarding

Ever since the spin-off as a standalone company GE Healthcare has struggled to improve. Management is constantly rotating, so either you’ll get stuck with a lead/supervisor that knows little to nothing OR you’ll get stuck with one of the few that’s been here for +15 years who are mentally checked out just waiting for retirement. From all levels there’s a lack of teamwork and new contractors are taught to ignore problems that “aren’t their jobs” instead of helping or to think critically. Even HR (which also has a high turnover rate) will simply blow you off unless it’s a direct serious topic.  Procedures are vastly outdated (with some still not updated since 2010) and as older employees that have great knowledge leave or the skilled employees that know their worth leave for better jobs that pay more and appreciate them, huge gaps appear where no one understands why/how to fully complete tasks. There’s also little to no opportunities to grow and learn new skills that will help you career wise that will look good on resumes or translate to other more lucrative jobs. You can learn to work other production areas though if you’re unfulfilled, but don’t expect a raise or title change for learning these multiple areas.

Not all is bad, the benefits and PTO I’ve found is better than other companies along with things like 6 week paid maternity leave and with managers not holding anyone accountable you can basically get unlimited overtime and it takes a lot to get fired unless you do something extremely unprofessional. GE also holds plenty of hour long catered lunches and small events so plenty of excuses to not work even when the production is very far behind. 

Overall, if you’re looking for a job to coast at while doing the bare minimum or looking for a job to hold you over while searching for your main career or furthering your education, GE Healthcare is the place for you. If you want to make a positive impact, care about quality or are simply looking for a career you could stay at for years id suggest steering clear for your own mental health.

I've worked at GE Healthcare since 2018 as a Connectivity Lead, and my overall experience has been very positive. The company culture emphasizes transparency, what you see from the outside is what you get on the inside. It's a very structured environment, typical of a large organization, but once you're familiar with the processes, they don't get in your way.

One of the best aspects of my role is the collaborative nature of the work. I regularly support field engineers, clinical applications specialists, sales teams, and remote support staff, and it's common (and encouraged) to work across business units when others need my expertise. I handle all aspects of ultrasound connectivity in my territory, including cybersecurity, IT integration, networking, workflow, and more. It's a dynamic role that requires both technical knowledge and communication skills.

Professional development is a clear priority at GE Healthcare. There's plenty of learning, from formal training programs to informal mentorship and knowledge-sharing with experienced colleagues.

Work-life balance has generally been great. The only challenge is frequent travel, which is expected with the role and manageable with good planning.

What I appreciate most is the company’s strong ethical foundation. There’s a consistent focus on doing the right thing -- for customers, patients, and society. While the size of the company sometimes introduces bureaucracy, it’s a small tradeoff for being part of a mission-driven, innovative organization. I've also been fortunate to work with excellent managers, and my current one is the best I’ve had in my career.

Pros

As an FSE, for the most part you get to create your own schedule. Back when GE staffed properly, this allowed for the opportunity to maintain a decent work-life balance as long as you were flexible with your schedule. 

Good place to cut your teeth in the industry. They will train you up and get you started. 

Their are a lot of good people at the ground level keeping this company afloat. You develop something of a warfare comradery with your fellow workers, because when you're overwhelmed and nobody upstairs cares, you need people who have your back. This is a pro, but also a con as it requires you to put your personal life on hold a lot to be available 24/7.

Cons

An anorexic version of it's former self, the GE Healthcare branch has been belt-tightening for so long, it doesn't know how to work any other way. It allows the top brass to get their bonuses and makes the stock numbers look good, but it's not sustainable. 

GE Healthcare has been hemorrhaging experienced FEs and replacing them with cheap interns, when they replace them at all. That means the experienced FEs that are still around are overworked and eventually chased away. 

Wages have not kept up with competing companies. Benefits are a joke compared to the competition. The older generation that's still working in the company are a different social class from the newbies with all the benefits and perks they grandfathered in. It's a stark reminder of just how far the company has fallen. 

An over emphasis on metrics has made much of the job an unfulfilling slog. You spend about 30% of your day proving that your working by filling out forms and timecards. If you don't have time for this because you are too busy doing actual work, you get called out and dinged on your annual raises, which are already low. You do all of this so that a bloated middle management can sit behind their desks all day pretending that they're doing something useful. The whole system is a joke.

A typical day will consist of responding to emails, text messages, phone calls and attending team's meetings throughout the day while actually working at customer sites during various times of the day, including nights so at times it can feel like duties encroach upon your personal time. 
I've learned a great deal however mostly on my own through trial and error.  It appears that the norm is to throw employees into the deep end of the pool to see if they will sink or swim.  I think this practice is due to the lack of personnel on the ground to train new employees however this practice is disturbing in any profession especially when it relates to healthcare and the services provided throughout our communities.  You're encouraged to call other employees with questions however having in person training may depend on what region you're in.  This practice of minimal localized investment reflects a sense that employees are expendable, not valued and it's not what I had expected from a worldwide organization with a high reputation. 
There's very little support from management and they're mostly focused on metrics.  There's often a disconnect related to employee tasks at customer sites. 
The hardest part of the job is the discomfort in facing customers to do particular tasks with little training other than what was received in class as class doesn't teach the nuances of what may be encountered on the ground.   The other hardest part is balancing work and life.  It's critical to have boundaries set for your own health and wellbeing.  
The things I enjoy the most is the ability to visit different places and autonomy.  There are also perks with having a company vehicle for personal use, gas card, internet reimbursement, company card and the compensation is decent.    

GE is unlike any other company I've worked for in my carear in healthcare. In the beginning the job was actually very pleasurable and I looked forward to everyday. Customer service was always paramount across the board. Currently things are not as enjoyable as with most economic hard times things change as the business model adjusts to meet the environment. I survived all the attrition at a heavy cost as being the only FE in an area that has been staffed by four FTE's can change your outlook on your job and what you need as an individual. Covering three Western states gives you perspective on your value and career path choices. Over all GE is still an excellant Company, manufacturing very high quality competitive durable medical devices. They will always go the extra mile to make every customer satisfied. Size doesn't matter smallest to the biggest you will get the value GE is known for. The area as described poses some very real challenges especially staffing. It usually becomes to much for most people to handle. Quality of life is somewhere the job has room for improvement. Field Service jobs ingeneral are very demanding on personel requiring extended travel continuos training, many nights away from home and family. If you get satisfaction for working on high tech equipment and don't mind going the extra mile. Benefits have until recently been the best in the industry, currently they are minimal offerings with high deductibles and higher month employe contributions. The Pension plan has been eliminate for new hires.

GE can pay well, but you need to show you are talented. Even though you are valued it can all change in a minute with a new manager. Over 30 years I had some great managers and many lazy, clueless managers. Sure they dump them or worse yet move them up but it is the employees that must put up with their incompetence. The work can be exciting if you are in the right area with good people, and it was for many years until the revolving managers began. HR and Ombudsman are not to be trusted. GE is regularly sued but never learns its lesson.
The worst part of GE is that they hire people and lay them off constantly. But not usually in large mass layoffs. It is call death of a thousand cuts within GE because it is 1 here, 2 there.... Sure they have lots of regular layoffs too. Right now there is a hiring freeze for the most part as they give people packages to leave and then they will have a lay-off coming up soon. It is a sad way to live your life because you never know if it will be you. And the HR group changes the lay-off guidelines before and then again after most layoffs.
It was one of the greatest places to work. I couldn’t get enough and loved being there. But now many people just eat at their desk, not a lot of smiling going on, and they usually keep the worst slackers when they have a lay-off. 
I had a manager who had changed jobs. He was with the HCI for over 6 months but never came in. When he was my manager for over a year we barely saw him, not that we cared because he was useless. One day I was asked about his habits by his new manager. I said that he never he came into work. Turns out they were experiencing the same thing. It took them two months to let him go.
Bummer!

Top Job Titles	Average Salary
Software engineer 15 salaries reported	$102,003 per year
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Staff software engineer 10 salaries reported	$180,035 per year
Shift leader 5 salaries reported	$172,170 per year

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