Pros
Fast pays their employees well. And if you can get in their good graces - very well. I believe the current starting Salary is at $95,000 for new consultants. The partners give occasional salary bumps across the board for inflation adjustments, plus generous raises and bonuses to those the company deems high-performing. The company hires almost all new hires directly out of pools of new college graduates, which has pros and cons. The pros to that are a vibrant energy and healthy outside-of-work relationships and activities. 401k matching. Fast contributes 50 cents on every dollar matched, up to 3% total matching (i.e. you must contribute up to 6% of your salary, Fast will match 3% to your 401k) with 5-year vesting plan. Good insurance. 4-week paid leave for new fathers, 12 weeks for mothers. This one can be seen as a pro or a con, but is important to know for the job: opportunities to move often and experience new places. Generally, 1-2 years in one location, but it varies. It's not unheard of to stay 5+ years in one location, but circumstances vary. I should add that as part of the requirement to move, the company covers moving expenses and gives a respectable moving bonus (the amount varies on your experience in the company). The company has a long track record of growth, and that doesn't seem to be slowing down currently.
Cons
Fast puts immense pressure on employees to move often and to bigger and better projects. Typically this means going to places where more help is needed - with a higher workload, tighter deadlines, and higher stress. As a general rule, those who refuse to move when asked will be severely limited for growth (i.e. raises) in the future. The salary/raise structure is odd. You get raises based on your performance score for the year (with a scale of -1 thru 3). And your raises/bonuses (or pay cut, I suppose) scale accordingly. Salary is not directly affected by your position in the company. So what that results in is that if you offer to "move up" to be a system architect, for example, your workload can drastically increase, but you don't get a raise until the next annual performance review. And even then, if you don't earn enough points, you don't get a raise. In other words, your salary is not tied to your position. So now I am seeing experienced people in the company with over a decade of experience deciding to step down from demand roles since they keep their salary anyway. It disincentivizes employees from taking on harder roles, which leads to gaps needing filled and odd power structure dynamics. Lots of new hires, and most of them fresh out of college leads to general lack of experience across the board. That coupled with everyone moving to different sites all the time means you get people with little experience in an area "fixing" problems inefficiently, and often creating more problems or difficulty in system maintainability later. Many of the skills are non-transferrable to comparable jobs in the industry due to Fast's proprietary system architecture.