field service technician

mechanic

print operator

software engineer

slitter operator

Kodak alaris

Word gets around in the tech community. I got an email from someone who heard I was going to be starting there in a week and it wasn't a positive review. I went in with my eyes open, hopeful it wouldn't be that bad.

It was worse. I've worked at some great places with some great people. Places where we had a great team, people listened and worked together for the good of the team. They were all accountable, efficient.

Kodak doesn't have that culture and doesn't get it. They aren't interested on process improvement or actually implementing what they talk about in their sprint retrospective. This causes loads of extra work and stress. If you're sick, you better be prepared to show up for work regardless. One of the prime markers of a stressed out team is someone is constantly sick. Well, I wasn't the only one. Every week someone was sick.

Thinking that they just need a little help with efficiency, development practices and accountability, you attempt to give feedback and offer some solutions to make things better. Did I mention accountability? For myself and the team, these suggestions were made, but these suggestions were not well received. You could feel the defensiveness. So you work on your negotiation tactics and say, how can we solve this problem together? And when your boss says i hear you, but I can't do anything. We know we have a big problem.

Best part of the job was working from home. It was also the worst part, because they expected you to work more hours than what you charged (hourly). It wasn't explicitly stated and that was the worst part. The dishonesty. It was just expected. Work was unevenly distributed. Requirements changed often in the middle of development. Start over. Tickets were assigned with details ranging from full technical documents to essentially 'make it go'. The more details, the more likely they would change it just before your deadline.

They had a revolving door on my position. 3 devs in 12 months. All gone. I hope they changed after I left, for the sake of the people who were left there. This also gives me great gratitude to write this, because I no longer work there. And i've been fortunate to work at some great places where the people not only advise...but they listen. And take action.

Kodak was an awesome company to work for prior to the acquisition by Kingswood Capital Management.

Shortly after being acquired, our unlimited PTO was cut. Many seniors and skilled individuals began to retire and we struggled to fill the void, and our CEO was flip-flopped about 3 times.  Those who remained saw the writing on the wall as more and more ominous emails were sent by the CEO.

Mid march, 2025, departments saw huge cuts. Around 30% of all employees in the Moments division were let go, with certain groups seeing 80% of their employees gone.  Some of the lucky ones got three months notice.  The unlucky ones, including individuals who gave multiple decades to the company, were given one weeks notice before they were kicked to the curb. This was unprecedented, even worse than the layoffs in 2020 that mostly impacted new blood, and leaves a sour taste in my mouth.

Kodak Alaris' engineers and middle management is still as good as it gets and they're going to feel the heat of this for a long while, if the company does manage to persevere through this.  Compensation may be below par, but the friendly culture around the office makes up for it if you ask me.  Sadly, the golden era has long since passed and I'm afraid that this company stagnate as they flounder to "do more with less" as I've heard it put

My time with Kodak Alaris was actually really great. It is one of the best jobs that I had in my career. The people that I worked with were top notch and the level of customer service was great. I had the freedom and ability to get the job done, which I did. I finished my first year at 108% of sales plan and was off to a great start in my second year. I was projected to make over six figures. The company upper level management was the only downside to making sure that Kodak Alaris thrived. The lack of direction or Go To Market strategy was the key factor in my leaving. Revenue was overall down during my time there, so instead of investing into what the problem was, there strategy was to eliminate the entire Channel Sales team across the country, as well many other tenured great positions, and hire as many new representatives from the competitors to try and gain there business clients revenue. This did not result in the the changes they anticipated and not one upper level manager is still there. The CEO, President, Sales VP's, and Distribution Managers are all gone. They have a great product line and great people, but they need great management to really turn this company around and solidify them as the market leader in their industry.

I was a former employee that came back for a one year contract position in the mechanical design group. The best group of engineers I have ever worked with in my entire career. It is amazing how much work these guys put out with such a small team. The mechanical team manager is the best and knows how to treat his employees. He is also very strong technically and makes sound decisions. On the down side, the upper management are new and have decided to steer the company toward being a software development company. Something they have tried multiple times before and failed at (years ago purchasing Wang for example). One top manager decided to sit in our office area with the real workers to learn how things were done at the bottom. During my entire year there I saw him actually sit in that office maybe 2 times and he never interacted with us! Guess he learned all he needed to know about day-to-day activities in a couple of hours! Not sure why they can not pursue something they are really good at and make it a success. Job security has become non existent for the employee.

•	Uses knowledge of information technology principles, concepts, practices, system software, database software and immediate access storage technology to provide technical support for several national and international retail customers 
•	Assesses and advises on a variety of sources and procedures and methods for systems and applications to quickly resolves issues with hardware systems to include kiosks. 
•	Planning and delivery of customer support services to include configuration, troubleshooting, customer assistance, and/or training, in response to customer requirements.
•	Uses knowledge of commonly applied principles, concepts, and methodologies, operating characteristics, and capabilities of systems to configure kiosks valued at $50,000, Adaptive Picture Exchange systems (APEX) valued at $70,000 and mini labs valued at $150,000.
•	Effectively resolves 2000+ IT customer issues by planning and training customers to execute the sequence of actions necessary to resolve issue. 
•	Proficient in all Microsoft office software as well as Lotus Notes, Remote Business Manager, Monet, PNI Digital Media and, Citrix Go to assist.

Managed technical support team while monitoring escalated technical issues related to hardware and software integration. Developed and drove scheduled projects focused on improving products, technical documentation, and process improvements. The team functioned well and would adapt to new challenges and opportunities quickly.The staff was all virtual with a few dedicated employees and a large group of agents that were scheduled in a rotational basis to develop additional skills and better utilized.The most enjoyable parts of the job was the interaction and collaboration with all levels including field service representatives, engineering, development department and management focused on constant improvement and  building a better organization.

If PTO is the only thing that's important to you this job is perfect. You get 6 weeks from day one. This is at the discretion of your supervisor of course. That could benefit or not benefit you depending on how well you are liked. There is micromanaging, no real path to advancement, pay raises right now are not a thing, no real training program and it is definitely very "click" oriented. If you don't fit it in you will feel all the pushback. There are lots of unhappy people and going to human resources or upper management does nothing but cause extra friction and stir the pot. There are lots of added duties assigned with no benefit to you. 

The work culture at Kodak Alaris is team focused.  Employees help each other reach the goals the company.  
Employees work hard but at the same time they have fun together.
The CEO makes himself available to employees.  He designed an employee break-room with all the amenities including Top of the Line Coffee Machines, Pool table, Shuffleboard, etc.
The breakroom is place where employees at all levels and job functions rub elbows with each other for a few minutes each day.
The company is committed to finding new and creative ways to improve products and services to better serve our customers.

Basically, there is a lot of talent at the company, however, they are over-focused in being a Kodak-Like company.  I believe that they should instead move, or attempt to move into 3D printing.  

Their IT department and team are one of the best I have worked with, but have trouble working with the lack of resources upper IT management provides.  

Additionally, they are re-inventing their corporate culture to a mishmash of yahoo and facebook, and they are focusing on the wrong parts of that mishmash.  But this is simply my opinion, as I am not a fan of open office concept, or mass policy changes at once.

Middle management has a tendency to have been around from the manufacturing days and not familiar with software development, which is the new company focus.  Many people have been around for years and their skills are very outdated.  Going through lots of changes.  

People there are still great people, and there's some real gems there.  

Work culture started off great, but eventually ended up with a manager who was very keen on micromanaging and started setting rules that didn't improve performance, only reduced morale.

Top Job Titles	Average Salary
Field service technician 43 salaries reported	$26.38 per hour
Mechanic 7 salaries reported	$27.29 per hour
Print operator 6 salaries reported	$21.00 per hour
Software engineer 5 salaries reported	$104,800 per year
Slitter operator 6 salaries reported	$17.65 per hour

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