Syneos Health
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Syneos Health Company Culture & Values
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 Syneos Health?
Strengths in inclusion structures, collaboration, and learning coexist with pressures from workload intensity, ongoing reorganizations, and uneven managerial practices. Together, these dynamics suggest an experience that can be engaging and developmental on well-run teams, but variable and taxing where contracts shift and operating changes heighten pressure.
Positive Themes About Syneos Health
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Collaborative & Supportive Culture: Cross‑functional teaming is built into the integrated clinical–commercial model, creating regular collaboration across disciplines. Feedback suggests supportive colleagues and team camaraderie underpin day‑to‑day delivery.
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People-First Culture: Inclusion is foregrounded through ERGs, a DE&I council, and messaging about belonging and bringing your total self to work. Feedback suggests these structures help many feel accepted and connected.
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Learning & Knowledge Sharing: Varied, project‑based work and formal training provide steep learning curves and broad exposure across therapeutic areas. Feedback suggests many roles serve as strong entry points into biopharma and build marketable skills.
Considerations About Syneos Health
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Workload & Burnout: Long hours and aggressive delivery targets are frequently described around study milestones or launch windows. Feedback suggests sustained intensity can drive burnout on some teams.
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Change Fatigue & Ineffective Decision-Making: Frequent reorganizations, contract shifts, and leadership transitions contribute to perceived instability. Feedback suggests these changes create uncertainty that can sap trust and focus.
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High-Pressure & Micromanaging Culture: Experiences with line management vary widely, with some teams citing hierarchical decision‑making and micromanagement. Feedback suggests psychological safety and autonomy can be inconsistent across units and client programs.
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