Pros
Golden handcuffs situation. Benefits are competitive (partial internet & mobile reimbursement, fitness allotment, in-office snacks, weekly catered lunch day).
Cons
Culture & values has largely become lip-service. Values stated to employees aren't reliably reflected in the actions of management. Largely due to management being increasingly hired externally. New-hire management lack knowledge of company tools, process, internally developed code-base and internal tools, meaning their ability to manage, plan, and/or judge work tasks is rarely reliable. This can surface in them being less motivated to advocate for the team or product, and likely won't directly contribute to the product, but instead will likely only look out for their own personal self-interest. Additionally, there's a disconnect in the understanding of the professional maintenance of code quality. Upper management understands there is an increasing gap in quality from what customers previously experienced verses what is delivered, yet software quality professionals are no longer valued by upper executives, resulting in a culture where quality perpetually takes a back-burner to code quantity. Management also demonstrates a worrying lack of appreciation for employee loyalty. Existing expertise and knowledge of the product is often lost due to an inclination to cut costs through layoffs. Senior employee company subject-matter experts are not valued, but are increasingly seen as replaceable to the determent of product knowledge and work-environment quality. Questionable management redundancy is also an issue. (Managers who don't contribute beyond running meetings, as well as managers or executives listed as their own employees.) Employees also are subject to being treated as mere headcount to be shuffled between managers just to maintain minimum direct-report numbers to maintain management roles. This results in failure to recognize individual contributor productivity and achievements, and no advancement and/or promotion opportunities for ICs.
