Pros
Flexibility in your work day to take care of personal commitments when needed, leave at 5 most days and not be on call, no or little travel required. The people in the product teams are easy to work with and get along with, in general the workers in the work are kind and down to earth.
Cons
The firm is undergoing significant transformation in their ways of working, by undertaking agile ways of working, a new business model, lots of new leadership, expectations of a lot of new technology at once on existing infrastructure and expecting it to run smoothly while bringing in contractors and consultants to run these efforts that do not understand the systems or culture, which creates insanity in the systems and instability in the infrastructure. The lack of leadership and decision making causes an uncomfortable environment to function in on a daily basis. There is unnecessary swirl and chaos on a daily basis causing significant delay toward progression and positive outcomes in delivery. A lack of accountability at the highest levels to push decisions to the leaders in the work causes more confusion, frustration and chaos in progression toward positive outcomes and deliverables. They want to work in a matrix environment but it functions in a siloed nature and a lot of back-door conversations and deals are made to disrupt and stop progression toward positive change. It's insanity at it's finest. Leaders at the highest level are focused on gaining power and stepping on anyone and everyone along the way to get it regardless of the consequences. There are too many leaders and not enough workers, the workers are under appreciated and significantly over worked. To fix it, they hire more contractors off-shore who break the code and cause the full-time staff to work double their normal schedules to fix the breaks, resulting in burn-out and then attrition rates to increase. The project professionals are treated like admin assistants and demeaned on regular basis, when you ask for support from the leadership teams, your ignored and given lip-service that you "should continue to bring your authentic self and that you bring value to the organization with the work you're contributing even if you don't feel it." No one in the firm understands what program or project leaders can offer or contribute to the work and therefore the expectation is to schedule meetings, take notes and administrative in function. When you try to contribute from a strategic nature or process improvement lens you're quickly shut down and told you're working outside of your lane and expertise. Leaders at the higher levels do not receive feedback to improve and improve for the future, they reprimand and react negatively. In general above a team leader or director position, leaders do not want to hear or act on any feedback to make change for improvement and the reaction is generally negative.