Pros
Excellent benefits, tons of time off, laid back company culture (depending on department), company will sponsor training, certifications, seminars, etc.
Cons
At first, it seems as if you've hit the career jackpot with Alkermes. And, you really have as far as vacation and benefits; what Alkermes offers in that regard is incredibly hard to find anywhere else. However the caveat is that in certain roles, you won't have time to use your vacation or go to doctor appointments because you will be doing the work of several people, and not just for the short term, but for the long term. Company culture is sold as a "big company with a small company/family feel" and this is true in general, but is incredibly inconsistent from department to department, and HR does little to rectify this. Instead, HR caters to managers no matter what their style, even if the manager is totally out of tune with the overall company culture. There is such a push to hire that candidates are not being properly vetted to be sure they will be a fit with the company culture, and some long-time managers were never a fit but the company just lets them remain there making everyone around them miserable. Since culture is what Alkermes uses as their primary selling point, this is not only an issue, but an issue that needs addressed NOW so that the culture they so desperately want to hold onto doesn't slip away. Having a less-than-pleasant manager can turn out badly (and has) for employees who are experiencing issues with their manager or have reached a breaking point. Don't look to HR to help you if you happen into one of the departments that has this type of issue. The best advice would be to try to hold out until you can transfer or promote to another department. HR would rather stay on the manager's good side and let a good employee go, whether that's voluntary or involuntary on the employee's part. While the company attempts sell itself as culturally unique by having the upmost respect and care for its employees, Ohio leadership has often been overheard saying "don't fall in love with Alkermes because it won't love you back." In other words, no matter what culture is being promoted, Alkermes is still just a business and you are still just a number. Not the kind of thing you want to hear from senior leadership if you are investing your heart and soul into your work. In addition, members of leadership and HR have relationships that go beyond the professional realm, often spending weekends or going on camping trips together. If you are expecting fairness or unbiased treatment if you have an issue that gets to that level, don't. Finally, if you are local, expect to be thought of and sometimes treated as if you are sub-par on the intelligence level. Many of the execs from the Ohio site, and the Massachusetts and Ireland sites believe folks from Clinton County and surrounding areas are low-brow; for example, one comment about Wilmington was that it is "a bunch of farmers with a few PhDs thrown in." HR flat out refuses to market Wilmington as a great location for people who may be interested in small-town living, instead concentrating on Cincinnati as a selling point for new hires. Overall, the company is good. Tuition reimbursement, tons of time off, excellent benefits, a robust social events program, lots of little perks like company paid chair massages and free employee meals are all there - which is awesome for the rural location. Just beware - it is far from perfect. It might be a good idea to ask questions about your manager's style during the interview process because if you get in there and it's not congruent with company culture you are sold in the beginning, you won't get any assistance from leadership or HR to help you through it. Also, be mindful that some departments don't mind piling you with work until you feel as if you are going to break, but many of the roles that place these work expectations on employees also require attention to detail and quality work free from errors - address this in the interview process so that you aren't set up for failure from the beginning. Take full advantage of training and education reimbursement, but you will have to map your own advancement path because in many cases your manager will not have the time to help you build development goals; the resources are there, but you have to seek them out and progress on your own.