Pros
* COMPENSATION: Not great. Serious salary compression after merger. Underpaid by internal salary metrics, which is made available to employees. * BENEFITS: 401k has a decent 6% match. Can't say anything else is a "pro." * REMOTE WORK: Covid opened the door for remote work. Many employees continue to work remote, but it's always in danger of being revoked unless you were explicitly hired as full time remote.
Cons
* INADEQUATE COMPENSATION: Assuming excellent performance, I've observed employees leverage outside job offers with HR to get counter offers, which are funded by the cooperate retention budget rather than the merit budget. This assumes your managers will try to keep you with a counter offer. * RETENTION: Various levels of management speak regularly about the problem, but so far are unwilling to directly address salary compression and noncompetitive wages. * MERIT INCREASES: The increase to a max of ~4.5% per yr isn't nearly enough to keep up with hiring salary rates. If your salary is no longer competitive, it's best to consider employment elsewhere since hiring salaries are generally better. * LOYALTY: My experience matches the stats and studies--managers will generally exploit your loyalty. * WORK-LIFE BALANCE: My experience has been programs constantly behind schedule, lacking funding, plenty of uncompensated overtime, grueling travel with excessive hours and little to no rest. The company recently switched to 9/80 scheduling "for better work-life balance," but most higher level engineers/managers and high-performing low levels will work off-Fridays (uncompensated of course).