Pros
There are very good people working at Intuit. Many have a great attitude and really want to be the best they can be. The compensation and benefits are fair and quite competitive. This applies to the two sites I am most familiar with: San Diego and Mountain View. Employees at all levels are exposed to lots of great ideas like customer driven innovation and the leadership model (i.e. "What's Important, How are we Doing, Priorities to Improve" Lots of great stuff that will help you be more competitive in your next job. As far the work environment, the new San Diego campus is one of the best in the industry and truly resembles the workplace of the future. incredible food in the cafe, great workout facility, and just a beautiful place, inside and out. It's hard to walk outside in a sunny day and not have a big smile on your face, looking at 40-foot Palm trees that are perfectly manicured.
Cons
Leadership, Leadership, Leadership... Almost every 24 months, it seems that Intuit will do a full "oil change" of the entire leadership team. I have seen this happen in the Consumer Tax Group (CTG), Intuit IT (IIT). What this means is that VPs, Directors and even a few CIOs are replaced by a new leadership team... In my opinion, this hurts the organizations (employees, customers and shareholders)... new leaders spend the next 6 months learning about what has been happening and then begin to put their "fingerprint" on their department. By the time a new "strategy" is in place, the rumors begin... the leader starts to lose credibility, and then one day, he or she is gone, with the usual email that starts with "It is with mixed emotion that so-and so is leaving Intuit to pursue X." Then the cycle begins again. This time we are "assured" that we got it right and hired the right leaders... Then we read the new announcement and begin to wonder if this person knows what they just signed-up for. The honeymoon lasts 3-6 months before the new leader realizes the situation. It is disappointing to observe this at such a great company that believes "Integrity without compromise" is the # 1 value. Yet somehow, the senior leaders never appear to be accountable for hiring so many "bad managers." This is where the logic begins to breakdown for me. If the leaders we are firing are truly "bad managers," then we don't know how to hire great leaders ( a big gap!). If they are really not bad managers, then we have a problem with retaining good talent and don't quite know how to deal with people who are "different" than us. Either way, the CEO and SVPs need to take more ownership of this, rather than blame the outgoing leader... Again, for me, this is an issue if integrity... at best it shows a lack of competence and maturity of our most senior leaders.