Pros
- Great benefits - Structured and great onboarding processes - "Family"-like feel to the company, despite being a large national firm - Lots of great employee engagement for the office staff - The company established some positive values and has been getting better at recognizing people for their hard work, rather than just giving giant bonuses to the top leaders. - Referral bonus program was very generous
Cons
- Work-life balance was not always great, with long hours required even for the corporate staff. - Some leaders got to their level without any formal training on how to be a successful leader, so they were difficult to work with. Associate-level staff worked a lot harder than most of the leaders, for less pay and less recognition. Leaders would take all the credit and wouldn't hesitate to throw their teams under the bus when things went wrong. - Limited budgets for corporate teams. Only managers and higher could get approval to attend conferences and similar events, while associate-level team members, who might benefit most from continued education, were not approved for these events. Make a point to invest in the professional development of people at all levels, not those who are already leaders. This could be team-specific though. - Lack of flexibility, specifically in terms of being required to be in the office, in-person full time. Some teams/leaders are more flexible than others, allowing up to 1 day of remote work per week, but top leadership is against the standard of allowing remote work. Lots and lots of turnover on the corporate side in the last few months because of this. Even during the pandemic, we were required to be in the office, despite all meetings being held virtually. Clearly leadership wanted to keep an eye on us. Often the CEO would do "rounds" of the office, to make sure people were coming in. This was really disheartening for individuals with young kids at home and difficult schedules to balance.