Companies AstraZeneca

AstraZeneca

Dublin, Dublin, IRL

70,000 Total Employees

Year Founded: 1999

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What It's Like to Work at AstraZeneca

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 it like to work at AstraZeneca?

Strengths in purpose‑driven science, robust rewards, and structured mobility are accompanied by pace and governance pressures, uneven people leadership, and slower advancement. Together, these dynamics suggest a well‑resourced, mission‑led environment that fits those comfortable with regulated complexity, while others may encounter fatigue or stalled progression.

Positive Themes About AstraZeneca

Mission & Purpose: Work maps directly to medicines across oncology, cardiovascular/metabolic/renal, respiratory/immunology, vaccines/infectious disease, and rare disease with visible patient outcomes. A patient‑impact orientation and science‑first ethos are positioned as cultural touchstones.
Benefits & Perks: Total rewards include market‑competitive base pay, bonuses tied to performance, equity/share plans, and comprehensive health and retirement benefits. Generous PTO, disability coverage, 401(k) matching, and occasional site perks like free meals are highlighted.
Career Growth: Ladders exist for both technical and managerial paths, and internal moves across therapy areas, countries, or into adjacent functions are described as common. Early‑career programs, mentoring, and hands‑on learning create structured avenues to build skills and broaden scope.

Considerations About AstraZeneca

Workload & Burnout: Large‑pipeline complexity, competing stakeholders, and lengthy governance gates create prioritization strain. Lab, clinical operations, and manufacturing roles can involve fixed shifts or trial timelines that drive off‑hours work and travel spikes around key milestones.
Weak Management: Some teams experience inconsistent leadership, including micromanagement, unfair treatment, and toxic dynamics following leadership changes. Perceived disconnect from higher‑ups and decision latency can undermine support and morale.
Career Stagnation: Advancement is often slow without advanced degrees, with growth feeling siloed and constrained by politics or limited openings. Frequent reorganizations and funding/headcount approvals requiring patience can delay progression.

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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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