Pros
Employee discount at GameStop brick & mortar and online stores. The occasional free or discounted swag (i.e., unsold clearance items, warehouse overstock or leftovers from conferences and events).
Cons
Take the average, unavoidable organizational dysfunctional and poor communication channels that exist at any corporate headquarters employing more than 500 people and multiply that by a zillion. Apply industry best practices across operations, marketing and merchandising departments that stopped being relevant in 1998. Rarely hold people accountable for poor work. Reward and promote from within those who “stick around long enough.” Sound like a bearable work environment? Welcome to GameStop HQ! Benefits are poor and are about to get worse, as they are planning to drop their “top tier” plan. Specific to my position, much of the important in-house creative development would be sent to agencies that didn’t understand the company brand, most likely because there was no universally accepted brand, much less documented standards or guidelines. Add to this multiple instances where work would be started in-house, then tasked to an agency without in-house resources being informed until after the fact. Obviously, the company needs to change its approach to several things if it wants to stay in business. To do so means being willing to change and understanding what that actually means. Finally, there are far too many individuals in key leadership positions who are not suited for their roles, consistently executing outmoded, unproven or just plain terrible ideas with little-to-no strategic planning. What’s worse is that the people who report to these leaders are learning terrible methods, and will need to unlearn these things if/when they move to another company.