Pros
Company has a lot of turnover at all levels. We are hemorrhaging senior staff members at a much higher rate than we can replace them. This means that there are abundant opportunities for junior staff to take on increased responsibilities and grow. Because of turnover, after you've put in 3-5 years and demonstrate that you're a value-add, you're in a good position to negotiate based on needs.
Cons
First, you're living in remote northern Nevada. For most, this involves a relocation package with a 2-year vesting period - which is when most tend to leave anyways. Being in a remote mining town sucks as a single person, especially if you don't want to date in the industry. Unfortunately, leadership + company veterans seem to think it's a privilege to live here and aren't open to discussing ways to improve the experience - the attitude is very 'take it or leave it.' Second, the company fails miserably at developing and advancing young people. Promotions from level 1 to level 2 are very elusive and primarily dictated by residence time, not by total industry experience or impact of your work. Promotions at the higher level come with strings - an expensive relocation that takes years to vest, a title change without a pay change, a promotion into a role you don't actually want but have to take because there are holes to fill, etc. The attitude I've experienced is that your pay and title lag behind your actual role/responsibilities by 2-3 years. No one bats an eye - this is thought of as normal. The company fails to develop their young people but whiplashes those with 10+ years experience between roles to fill gaps. This leads to incompetent and over-worked leaders who are even less able to develop talent from within. Furthermore, the increase in pay between levels is weak, managers aren't transparent with their subordinates, and the company generally doesn't care to fulfill its commitments (an unspoken, but very clear culture of 'carrot-dangling'). This company is undergoing a massive HR problem with not being able to keep young professionals, mid-career folks burning out and being picked up by competitors, and late-career folks just waiting to retire and not interested in taking on more responsibility. NGM is importing talent from the global Barrick portfolio, but this isn't sustainable.