Fortive
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Fortive Career Growth & Development
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Fortive and has not been reviewed or approved by Fortive.
What's career growth & development like at Fortive?
Strengths in internal mobility, leadership development, and structured training are accompanied by variability tied to operating company differences, selective program access, and the use of external hiring for specialized needs. Together, these dynamics suggest a robust growth system that can enable meaningful advancement, while individual outcomes depend on business unit context and access to flagship pathways.
Key Insight for Candidates
Distinct tradeoff: Fortive offers unusually systematized, cross-company growth (FBS, internal marketplace) in exchange for a rigorous, metrics-first, kaizen-paced environment. If you thrive on structured problem-solving and measurable outcomes, advancement comes fast; if you prefer looser, less-processed growth, the cadence may feel relentless.Evidence in Action
- Internal Mobility Priority — Internal talent marketplace with documented 75% of management openings filled internally and 90% of 2022 OpCo president roles promoted from within. This makes cross-company moves visible and faster, giving employees a clear, routine path to advancement across Fortive’s operating companies.
- FBS-Driven Development Cadence — Fortive Business System (FBS) with FBS Ignite and a 2024 CEO Kaizen involving 1,000+ participants across 70 teams anchors structured development. Employees learn standardized tools, receive coaching, and gain cross-business exposure through frequent kaizen events, accelerating skill growth and readiness for bigger roles.
Positive Themes About Fortive
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Internal Mobility: Company materials describe an internal talent marketplace and deliberate promotion from within across operating companies, with leadership citing a high internal fill rate for management roles. Public disclosures also highlight many leadership positions filled internally and stronger succession via internal promotions, while balancing selective external hires.
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Leadership Development: Formal pipelines such as the General Management Development Program and FBS Ignite are designed to develop future leaders through multi-function, multi-business experiences and coaching. Additional leader experiences and summits pair structured instruction with mentoring and executive coaching.
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Training & Education Access: Development is anchored in the Fortive Business System with FBS University, kaizen-driven learning, and extensive digital learning resources. Company programs emphasize structured, hands-on training that accelerates skill building across operating disciplines.
Considerations About Fortive
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Limited Mobility: Opportunities can vary by operating company, role, and timing, with the decentralized portfolio and ongoing portfolio changes shaping access to internal moves. Materials also note that external hiring is used for specialized capabilities, so internal movement may not be available uniformly.
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Unclear Advancement: Participation in flagship programs is selective and targeted, which can make advancement pathways less defined for those outside these cohorts. Day-to-day development depends heavily on the specific business and manager, leading to uneven experiences.
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