Pros
The majority of the people I worked with were great. Very competent individuals who started out with a huge amount of enthusiasm and passion. Due to the size of the company and the number of games and departments there's a lot to learn about every aspect of mobile game development if you feel so inclined.
Cons
In my opinion the company was hampered by an extremely toxic culture which starts at the top and works its way down. This manifested in a number of ways; - Teams being continually pressured to meet financial targets that were clearly unattainable (and quarter after quarter proved to be so), but trying to provide that feedback and agree on something realistic either meant you were ignored or actively punished. - Conflicting direction from the C-level. Finance strategy wasn't aligned with Product strategy which in turn wasn't always aligned with Business strategy. Any attempt to balance the competing priorities was, again, ignored or in some cases actively punished. - Continual micro-management of product decisions/design from C-level makes it very difficult for the teams to feel truly responsible for the game they're working on. People initially react to this by presenting options they've second-guessed might be acceptable to key stakeholders which compromises the quality of features/solutions. After a while I saw people become entirely ambivalent about their game, because ultimately they knew it didn't matter what they suggested it would likely be ignored. This of course ultimately has a very detrimental effect to the game itself. - Weak leadership/management. Performance issues with individuals in key leadership positions (people responsible for multiple product teams, for example) were routinely ignored despite causing obvious problems. This effected the operational effectiveness of the teams in question, but also badly damaged morale too because people didn't respect their 'leader' or feel supported or empowered. It was infuriating, because in multiple instances it was clear that certain individuals were only concerned with protecting themselves, as opposed to operating their departments effectively. What was truly baffling, however, is that time and time again these individuals got away with poor performance by blaming the people under them. - There is no trust in people. The company always seems to assume the worst of people rather than the best (except for the people that have worked there for a long time whose opinions are the only ones that seem to matter).