Pros
Decent compensation compared to some industries. Smart, driven colleagues—you’ll work with high performers and learn a lot just by being around them. Opportunity to learn beyond your role if you take initiative; exposure to cross-functional skills is common. Autonomy to design and lead programs, especially if you're proactive and enjoy ownership. Solid benefits, including healthcare, 401(k) matching, and parental leave.
Cons
No performance bonuses, and salary increases are minimal, even for top-rated employees. Base salary is lower than what many other Fortune 500 companies offer for similar roles. Team culture can vary widely—some are collaborative and healthy, but others can be toxic or political. Some programs feel like "innovation theater"—created more to impress leadership than deliver real value. Despite the push for innovation, it’s difficult to secure engineering headcount or buy-in, which stalls progress. There’s a persistent sense of job insecurity, even among high performers. Performance evaluations are not entirely objective—your relationship with your manager and skip-level manager can weigh heavily, sometimes more than your actual results. I've seen highly competent people placed on performance plans due to interpersonal issues.