Companies AstraZeneca

AstraZeneca

Dublin, Dublin, IRL

70,000 Total Employees

Year Founded: 1999

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AstraZeneca Company Culture & Values

Updated on January 06, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

What's the company culture like at AstraZeneca?

Strengths in purpose-led values, learning investment, and pride in impact are accompanied by pressures from workload intensity, matrix complexity, and periodic change fatigue. Together, these dynamics suggest a culture well-suited to those who value science-driven purpose and development while being comfortable navigating a fast-paced, large organization.

Positive Themes About AstraZeneca

Authentic & Consistent Values: The purpose to push the boundaries of science and the values—follow the science, put patients first, play to win, do the right thing, be entrepreneurial—are consistently positioned as the foundation for decisions and team behaviors. This values-through-line also ties daily work to sustainability and patient impact.
Learning & Knowledge Sharing: Inclusion, belonging, and lifelong learning are emphasized with structured development, mentorship, and cross‑disciplinary collaboration. These practices signal a workplace designed to support growth via learning and skill‑building.
Recognition, Pride & Shared Success: Pride in mission and science is frequently highlighted alongside being a great place to work and recognition in multiple markets. This shared sense of impact and acknowledgement reinforces engagement and belonging.

Considerations About AstraZeneca

Workload & Burnout: Ambitious goals and a fast tempo can lead to pressure and demanding workloads in some teams. Role‑ and site‑dependent expectations, especially around pace and targets, can stretch work‑life boundaries.
Bureaucracy & Red Tape: Operating within a large, matrixed organization can mean complex governance, uneven management quality, and slower progression in certain areas. Experiences vary by function and location, with some citing difficulty navigating processes.
Change Fatigue & Ineffective Decision-Making: Reorganizations and shifting priorities in functions like sales and fast‑moving R&D can unsettle teams and dilute the valued experience during those periods. Local market events and leadership differences can further amplify disruption.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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