Pros
If you are recognized as a super star from the get-go you will receive all the resources they have to offer. There will always be job security, the benefits are by far the best in the industry, and if you can get your work recognized by the right people within the office they will not forget it, and it will carry you very far. There also seems to be a lot of young staff across the company which fosters a pretty tight knit peer group, that eventually makes you realize you all got through the trenches of the early parts of your careers together. Training is a major focus area, and Turner encourages building a network across the country with different offices to reach out to for assistance and ideas. The network you build at Turner will be one of the most valuable assets you can obtain during your time there.
Cons
There is a reason it is called 'the Big Machine that is Turner'. It is such a large company that it takes a lot of time to make positive changes within the company. The compensation is on the lower end of the spectrum for new-hires up to middle management. They do not listen to what people want to do. While needs and availability are key, time-in and time-out I saw them placing people undesirable roles who had said from their first day they wanted to take career path whether that be PM, estimating, Superintending etc, and subsequently ended up quitting because they weren't getting the type of roles that motivated them to want to be there. If you have a manager who you do not get along with, they are the only ones who are formally contributing to your review. They have the ability to rate you on subjective scale, and because they work with you day-in and day-out senior leadership is not quick to identify if they are being objective/fair or not. One bad review will derail an entire career. This particular scenario happened to three separate people (in two different offices) in my time at Turner. While I was fortunate enough to not run into this issue, it was only a matter of time before running in to these types of managers would have occurred because there were so many mid-level managers giving out negative reviews because they didn't know how to effectively manage/motivate their direct reports.