Pros
Personally, my manager, team, and department were amazing. Benefits are great (medical, dental, vision, EAP, Teledoc/Virtual appointment services, wellness program, recognition program). Holiday calendar is great. Depending on the department you end up in, work/life balance. In my last department there was great work/life balance. I was never denied PTO, was actually encouraged to take it to avoid the burnout.
Cons
No opportunities for advancement unless you know someone. - The mentorship program was so half-baked and Eightfold is an absolute waste of resources. If people don't have enough time to participate in "voluntary trainings" what makes you think they will even be aware of a mentorship program, much less be given the opportunity to participate. Most open positions, especially in any type of leadership, are not posted in a convenient space. Equipment- Since COVID started the support for equipment to properly do your job was ignored. Not by the internal technical team (IT and helpdesk did amazing things with what they were given as far as providing support), but by the entire Leadership team. We were told when COVID work from home started to just bring our laptop, mouse and headset home as we would only be there for about a month. The time to WFH kept getting extended, but Leaders would not allow colleagues to either retrieve equipment to make doing our job easier (we all had a two monitor set up in off, and were now reduced to a single laptop screen) and would deny reimbursements to set up our own work stations in home. So we set up in our dining rooms, bedrooms, and any additional space we could find and spent our own money for the '"convenience" of replicating our work environment outside of the office. Depending on the department you end up in, work/life balance. In my last department there was great work/life balance. I was never denied PTO, was actually encouraged to take it to avoid the burnout. In other departments I was in or worked with, they were overworked, understaffed, and UNDERPAID. When new people coming in are making dollars more an hour than people who have been with the company for years, and those experienced people are expected to train them with no additional compensation, it gets old really fast. The Colleague Resource Groups (CRGs), from the DE&I initiative, have become performative and more of a marketing tool of "look we have this" than anything that is meant to actually produce conversation with anyone in leadership. Everyone is busy, but the leaders of the CRG work (listed as volunteering) for no additional pay, and must jump through hoops to provide actionable events for their groups. There is very little thanks given, but no one wants to quit them because then it can be seen as a "we tried, but no one found this interesting so we stopped" from a company standpoint. In the Minority CRGs the lack of minority leaders to sponsor groups is evident. The DE&I manager suggested combining 2 very different groups, because they represent similar minorities, because one of the groups stated they couldn't find a suitable executive sponsor that they believed would represent them in the leadership meetings. They were then volun-told a "suitable" candidate for their sponsor.
