What is the hiring process like at IBA?

Ok in the beginning .....

Dear iba Regarding your question about recommending IBA as a workplace, my overall experience was extremely negative at MCI. While I appreciate the opportunities presented by the company, the dysfunctional team dynamics within MCI severely impacted my ability to perform my duties effectively and enjoy my work. My positive experience at IBA is limited to my previous interaction with Baptist Corporation, an organization with a more professional and supportive environment. The standards and culture at Baptist stand in stark contrast to my experience at IBA’s MCI team. My concerns stem from the overall team’s self-centered approach, a notable lack of collaborative spirit, and a pervasive negativity. The absence of effective teamwork, coupled with infrequent bursts of activity followed by periods of inaction, hampered productivity and morale. There was a clear disparity between the stated job expectations during the recruitment process and the actual workplace reality. The team lead's behavior exhibited a lack of professionalism and effective leadership, further contributing to the negative atmosphere. The team morale and workplace culture at MCI were profoundly affected by these issues. IBA should investigate the high employee turnover within the MCI team. The root cause of this appears to be a deficiency in leadership, teamwork, and professional conduct. To improve IBA, I strongly recommend an investigation into the MCI team's dynamics and operational efficiency, with a particular focus on addressing the leadership style, fostering a collaborative environment, and implementing a comprehensive training program for new hires. A robust system for reporting workplace issues should also be established. To enhance working conditions, I suggest implementing formal mentoring programs to integrate new employees and guide professional development for all staff. Increased accountability for daily tasks and a reduction in last-minute work habits are also crucial. The establishment of more effective channels for addressing employee concerns should be a priority. Finally, I wish to emphasize that my motivation for seeking employment at IBA was rooted in a deeply personal desire to contribute to helping those afflicted with cancer, following the loss of my mother. I would like to thank IBA for the opportunity I was given despite the ultimately unsatisfactory experience. I freely provide permission to use my feedback to foster positive improvements within the organization.

Great equipment and engineering. The technology is advanced, and the mission of the company is meaningful, especially in the field of cancer treatment.

U.S. operations are completely disorganized. Sporadic shifts with no prior warning, lack of planning, very poor onboarding, and zero classroom training before touching the system. Onboarding consist of breaking down wooden crates in the hot sun all-day instead of doing technical training/work despite holding a degree and years of relevant engineering experience. There’s a lack of proper office space, no real HR presence in the U.S., and absolutely no legal or employee support. Communication is non-existent, and management lacks both experience and professionalism. Equipment and tools are often missing or unavailable, and you're left to figure everything out on your own.

The engineering (and admin) team on site are absolutely awesome. The radiation therapists are genuinely a delight to work with. The rapport between IBA's engineering team and UF's clinical staff is fantastic. Absolutely loved working with them. The engineering team ranges in experience from 3-16+years, which is well above average for an IBA site. Having such a mountain of knowledge of the system is invaluable.

IBA decided that they will no longer be giving COLA - merit based raises are enough. UF's payments have inflation baked into the contract, but the employees keeping the site running have to just eat that cost? Sounds fair. UF also pays uptime bonuses which originally went to the engineers that supported the site. All that money goes to corporate now and they'll tell you PSP is the replacement. PSP points are insufficient and might pay a tenth of what the bonuses did - not an exaggeration. The Jax site was also told that HR would come in to explain how the points were distributed. It seemed like there was no rhyme or reason beyond "Corporate gets a LOT and we'll give you enough to distract you a bit from all the other stuff you're mad about." We're engineers, we can do, and we did, the math. HR never came, and at one point we were told that the boss's boss was going to come in to explain it -- yeah, because that's a completely fair and safe power dynamic. The Jax site supports "two" sites, thus they have higher staffing, but they only get raises/promotions for one site. So, if a 5 man single-site were to get 3 promotions/raises, Jax, a 15-ish man site, would get the same number. That sounds fair, right? PTO benefits just got slashed. Previously we could carry and sell back some - that has been drastically reduced. You can't spend your vacation and flex time if you're always covering for other people and just regain everything you burned. And because the majority of the site are higher tenure guys, they accrue it at a higher rate. They system and tech is from the 80s on half the site. Not a joke - there are a significant number of things that if they were to break, you're gonna go on Ebay to source. Documents / Procedures - The storage system is absolutely infantile - Metadoc was not made for work instructions. We often used obsolete procedures because the system is so old that mandatory upgrades should have been installed a decade ago, but they can't upgrade it because "It's expensive, and maybe UF will want to do it when they re-up the contract." 401k match just this year got moved from 2.5 to 4% (national avg is 4.8%) Belgium employees get automatic raises to stay well above inflation because IBA is mandated to do so, but somehow when it comes to the US ones there's always an excuse. "Oh, well the sites are paid for, but not generating revenue yet so there's no money." Not. Our. Problem. IBA loves to play a "small-company" façade, but it's nonsense. IBA does NOT care about the US employees. At Jax alone, there are multiple employees that have had so many medical problems as a result of how much work they've put into this company, and IBA will continue to work them to the bone. Management is ridiculously stingy with their budget. Just an example, it is company policy to expense new safety boots every year for each employee - you better believe we heard the "Oh, well, maybe decide if you think you really need them." Instead of hiring new engineers, IBA has been considering hiring "Technicians" instead - I can promise you, I promise you, that you WILL be asked to do the same duties as an engineer and you will NEVER be paid the same. If you are a technician, do not leave that MCR and fix a thing if you're not being paid. It's nonsense - if you're doing the same job, you deserve the same pay (with a minor correction for time in rate), not an entirely different job code just so they can pay you less. Engineers - You will not be paid more after you get qualified to operate. You will not be paid more after getting Adv. Operator. Raises come by "merit based" or with promotions, only. And the raises that come with promotions are not exactly amazing - ask the team what they were offered to take the POne STL position in the past.