Pros
If you need a job and have a pulse, they'll hire you.
Cons
This place/office is very poorly run and it shows in how many people have recently left (or are in the process of leaving) for other opportunities, including multiple managers. The company doesn't really care, though, because their business model is to primarily take recent college grads with no experience so they can justify underpaying and overworking them. The ones that are smart get 6 months to a year's worth of experience before leaving to go work for a bank where you can make 20-30% more and have opportunity for growth. Others aren't so lucky since the company is very strict with quality and production requirements and if those aren't met, then you're gone (which may be a good thing depending on your perspective). This leads to an unreal amount of turnover. It's very hard to get comfortable with anyone, including your managers, because of the revolving door atmosphere. The growth opportunities are very limited and mostly artificial. Management in the office are not very approachable. They generally just sit in their glass offices all day and don't really interact with the staff like good leadership should. They don't really have any power to do anything anyways. The Phoenix office as a whole is primarily an afterthought in the eyes of senior leadership at the home offices in Ohio. There is a lot of gossip at this office and the staff is generally pretty immature, which is a reflection of the hiring practices and leadership (which often is a willing participant in the gossip, talking openly about confidential personnel matters). Senior leadership is very hypocritical when it comes to harassing behavior. They're the first to crack jokes at your expense and makes inappropriate comments, but then try to put on a serious face when someone else makes a joke or comment that is deemed inappropriate. It didn't help that for the longest time, there was no real HR presence. They used to pay people extra for working more than 40 hours per week - called it "incentive time" - which was a fair way to reward those that put in extra time (sortof OT, but not really because the hourly rate on the incentive time never matched time and a half). However, last year, they switched to a quarterly bonus program which is tied to company performance during the quarter. So, it's entirely possible that you can bust your butt for a quarter, work a ton of extra hours, and not get a bonus because the overall company's performance was below par due to a lack of clients. After the change, end of year salary increases and quarterly bonuses were pretty much non-existent. Complete "bait and switch" by the company. These types of cost saving measures have become the norm since the company was bought out by an investment firm whose primary concern is the bottom line. They're also lying to their clients by having people utilize credentials that don't belong to them to access client systems and data without the client's knowledge or permission. They do this because people leave this company so frequently that they don't want to disrupt a client engagement by having to wait for new credentials to be issued for the replacement on the project. It's also not a good look to have to explain to the client why people are leaving so often. This place is really only good to get some experience in AML (because banks won't hire you if you don't have experience) before getting out and moving on to better opportunities. That said, the company really doesn't care because, afterall, this is their model and their primary concern is making the investors happy (and wealthy).
