Pros
There were smart people that did care about doing a good job at one point in time, and there are still pockets of good teams left. Leadership is out of touch with how much work everyone has, so you arent pushed hard at all to collect a pay check. I knew lots of Sr. Program Managers that didn't know how to create pivot tables, yet seemed to run their entire meetings off of them. If you are above average intelligence, you will be praised for being smart and it will look good on you, but you will also be given 2x the workload of your peers. If you are young this is a good opportunity if you work hard, wear many hats, and are self-driven - just promise me you leave in 2-3 years else you become part of the old guard problem. Pockets of good people and good teams that arent toxic, but your mileage may vary.
Cons
The smart people left, the people that care left, and all that was left are managers that have been there for 10+ years, where will the drive an innovation come from? With no new major contracts, end of life contracts signed for the 2 bread and butter platforms (GE / Pred B) the future GA-ASI does not look like the current GA-ASI. Company has to change drastically, but refuses to acknowledge the change in the industry and customer demands, There were many teams and people with big titles that are woefully under-experienced that react to difficulties or ideas different than theirs that respond with a toxic defensive nature that erodes any trust and teambuilding. They focus more on winning conversations that turned into an argument rather than focusing on being a good steward of company capital and ensuring growth. Also like any defense company, 15% of any department exists solely to do work that they themselves said was mandatory. If its not in the FAR/DFARS/SOW then delete than QMS and stop doing pointless work.