McLaren Racing Reviews

- Career stagnation - No one actively encourages progression because that makes you more expensive and a threat to other people. They'd rather take you for granted time and time again, tell you "there's no money", and then hire someone £10-15k more expensive to replace you when you've left. - They love, love, loveeee hiring people with a fancy job title who won't lift a finger and then swoops in to take the glory when the team that actually did the work produce something truly remarkable. - Promotions outside of Engineering are rare - Expect to do your job + the job of 3 other people for below average pay and an insulting end of year bonus. Expect also to be promised progression opportunities so that you hang on just that little while longer, only for it never to materialise. - 1-2% annual payrises & poor bonuses (again, non-Engineering & non-management). People in non-technical roles, e.g. HR, finance, purchasing, travel, are on a points-based bonus (£10/point) which if you consider performance over the last few years equates to very little. Especially when you burn yourself into the ground for the privilege. Consider that these teams of people have very little direct impact on the actual performance of the car, it was highly unmotivating. Meanwhile, engineers (who actually design the thing), receive 20-25% salary increases when they threaten to leave and ridiculous bonuses, even when you come 9th in the championship (e.g. 2017). - Senior Leadership - Most of them would throw you under a bus if it meant saving their own skin. The C-suite have zero interest in the little people and certainly won't make time to speak with you. Unless it's for a PR opportunity. - Knowledge sharing doesn't exist. Development means you might learn something your manager knows and then they're not so special anymore. You're special all the time you know more that someone else, and then you become disposable. Fyi, this isn't actually the case and it makes the team stronger, but it's the mindset people are in because that's how the leadership behave.

HR and the Management are acting wrongly. Instead of trying to fix the problems and talk to the employees, they try to counteract the negative messages posted in Glassdoor to clean up their image, instead of fixing the problems. They provide a Pulse Survey to analyze the situation and the feeling with the company, but no reaction at all or no action plan to improve the low scores from the survey. Just ticking boxes and forget about it. Is not an F1 team anymore, just an engineering company with a cool product