Pros
I worked for many many years and grew up with the company. They were great for intro-level jobs in a high tech hardware company with a steady growth. In the early years there, they seemed intent on valuing employees. Had an extremely good 401k match, free healthcare, and programs to encourage education and personal growth. Then, the son of the founder, who had been a somewhat casual President, sold the company to a VC firm and stepped down. This seemed like a good thing at the time, and immediately following that the company began providing extreme bonuses and rewards. They actually bought a "money machine" so when they made goals, they would throw cash in this wind-tube and employees would get to catch and keep as much as they could. I still have a free 37" TV that they gave to every employee in the company during that period. The company quickly acquired another company in a similar industry but with little product overlap, a great acquisition. They also invested heavily in owning a factory in China, but kept most of their American factory workers as well. It seemed like the sky was the limit.
Cons
But things started to change. The company had always had an "at will employment" attitude, but it began to become hostile to employees as it became less a small family-owned business and more a corporate global-competitor. A range of high-profile senior managers were brought in from larger firms in the same industry, all seeming to have an attitude that the company would thrive if employees were pushed hard enough and rewards taken away. It had a strangely Ayn Rand feel to it: the way meetings began to become secretive and exclusive; managers seemed to pit employees against one another; they kept rolling out strange rules that seemed to treat employees like children that needed discipline. Managers started manually clocking out employees if they had to work late so that the company wouldn't be responsible for paying overtime. They started obsessively screening calls for customer service, sales and tech support. They started extremely rigid "minimum quality" standards and "minimum call time" requirement in order to get basic bonuses, even for sales reps that managed very profitable and very difficult accounts. It was increasingly unclear what anyone had to do to advance with the company. It seemed metrics like how many hours a day you worked were more important than output. Innovation was stifled as it seemed unrewarding; employees who "looked the part" seemed to get advancement opportunities while harder working and more contributing employees were only treated worse and worse. The company was still good for introductory-level opportunities, but I felt it was no longer a company that respected employees who grew with it. It still has a great potential in its industry, but is held back by its lack of long-term employees who can either power growth or give long-term customers a good reason to keep coming back.