The salary is good; health benefits are just OK.
They bought our Dresser-Rand plant, promised to grow the business, and are now closing it—all in less than three years. We are the only profitable location they have in North America doing industrial steam turbine manufacture. We are the oldest continually operating manufacturing facility west of the Mississippi, with a 150-year legacy of profit for our owners, and they couldn't make it work for three years.
Learn about industrial steam turbines.
Your gas turbines are not selling, and you are not competitive on your commercial steam products.
Get rid of the clueless people running Power and Gas. You are set to lose the entire industrial steam market with a hair-brained idea of closing manufacturing in North America and sending it overseas. American Petroleum Institute companies won't buy from there.
The attitude that the end justifies the means, as long as Siemens wants it, is wrong in this day and age.
First, I get an interview with a recruiter. She asked general human resources questions and talked in English for approximately 10 minutes. After 2-3 days, they set up a technical interview. The period concluded one week later.
I was contacted by an HR manager via email. I then had a phone interview with the hiring manager. Next, I was invited for an on-site interview. The process took about a month.
The interview process was quite easy. It consisted of two parts: * One with the hiring manager to explain the role and discuss expectations. * Another with the team architect, which was more technical, focusing on processes and best practices.
First, I get an interview with a recruiter. She asked general human resources questions and talked in English for approximately 10 minutes. After 2-3 days, they set up a technical interview. The period concluded one week later.
I was contacted by an HR manager via email. I then had a phone interview with the hiring manager. Next, I was invited for an on-site interview. The process took about a month.
The interview process was quite easy. It consisted of two parts: * One with the hiring manager to explain the role and discuss expectations. * Another with the team architect, which was more technical, focusing on processes and best practices.