Good benefits but limited promotion opportunities - Anonymous employee Baker Hughes Employee Review

Competent management, excellent benefits, competitive pay, and a work life balance that is impossible to compete with

The totem pole of management is so monumentally tall that the mid and upper management make decisions affecting those on the bottom with no real understanding of what the consequences of their decision are.

Strong strategic direction in the energy transition space. Baker Hughes’ IET segment is well‑positioned at the intersection of industrial technology and decarbonization, and there is real commitment toward innovation in equipment, services, and digital solutions. High-caliber colleagues. The talent level is consistently strong across engineering, product management, and finance. Cross-functional teams are collaborative, and the culture values analytical rigor and thoughtful debate. Exposure to global business. Supporting IET provides insight into diverse markets—LNG, turbomachinery, industrial solutions, new energy—and offers opportunities to partner with teams across multiple regions and product lines. Leadership encourages data-driven decision-making. There is meaningful focus on improving forecasting accuracy, margin discipline, and operational cadence. Finance is seen as a strategic partner, not just a reporting function. Good flexibility and work-life balance. Hybrid work is genuinely supported, especially for roles tied to analysis, planning, and commercial strategy. Strong learning opportunities. Access to digital tools, internal programs, and cross-functional projects helps develop commercial and financial acumen.

Complex matrix structure. Decision-making can be slower than ideal due to layers of approvals and global coordination. Navigating legacy processes requires patience. Systems and data challenges. Integration of multiple ERPs and planning tools can create inefficiencies and require workarounds. Progress is being made, but modernization is ongoing. Heavy meeting cadence. Operating rhythms can be demanding, especially during forecast cycles and commercial reviews. Calendar load sometimes limits deep work time. Talent development varies by manager. While many leaders invest heavily in development, the experience can vary depending on the team and direct manager. Compensation is fair but not industry-leading. Base pay and bonuses are competitive, but long-term incentives and equity could be stronger compared to peers in the industrial and energy technology sectors.