Pros
Walgreens is very diverse. The staff is rich with all ages, races, religions, gender preferences, persuasions, handicaps, etc. Walgreens is committed to dispensing the proper medication at the proper strength with the proper directions to the proper patient. Walgreens allows transfers between store/store and between store/CPO. They do try to hire from within. If they hire from "outside" its usually because no one "inside" has the required skill set.
Cons
If you're a seasoned Pharmacist (RPh considering a move to Walgreens, you'll probably be treated quite well. It's unlikely you'll receive two weekend days off in a row, but pay will be competitive. If in AZ or FL, you may be at a store as a retail RPh, or working for the CPO in a variety of functions. If you're a seasoned professional considering a move to Walgreens, I cannot recommend Walgreens as a good place to work for professionals. If you will sign on as a consultant, then it's a reasonable choice. Walgreens has a management pedigree it follows with few exceptions (outside of the Logistics arm). They hire Pharmacists. Pharmacist starts out at store, if s/he exhibits the right personality style, RPh rises up the ranks, becomes district/plant manager, moves on to VP. Walgreens does not have the benefit of tuition reimbursement. RPh Managers for the most part have no Business Management background. Most of them have worked for only Walgreens, do not have MBAs and do not receive much in the way of formal management training from the company. They know what they know...and that's pharmacy. For Professionals who are not RPhs: Pay: They've done their homework. You'll be offered a salary 25 - 50% of your job type's pay scale, at your level of experience. If you land on their "coordination" band, or higher, you'll be offered a bonus based on a sliding scale. Salaried professionals are paid 1x a month on the 26th. Benefits: None for 90 days. You will not receive vacation (of 2 weeks) for an entire year. You cannot negotiate for 3 weeks of vacation to start. (Seasoned RPhs can obtain 3 weeks). Once vacation has accrued, you must find a way to take it all, it cannot be rolled over into the next year. After 6 months, 3 days of sick time are allotted. The best health/dental package is expensive and the family plan will run over $400/month for an 80/20 plan with a high deductible. (Hourly workers rarely make even $16/hour most make <$13 and cannot afford a good plan. They hand out state Medicaid forms at the front desk at the CPO). 401K has good matching and a 5 year vesting period. Almost no management training is provided, no tuition reimbursement (unless you're in RPh school, with a good likelihood of graduating). In 2010 they finally adopted a performance review system that should create a better method of determining raises. During a banner year for profits, the center where I am employed saw an average increase of only 2.7%, although the bonus for those who received one was substantial. Some "Golden Children" will receive opportunities that no one else can compete for. Opportunities for advancement are fairly posted, and usually filled by these individuals. Systems are seriously antiquated. Only those who work at home or who are at Director levels will receive VPNs or laptops. There is no Oracle or SAP. If you have to do analysis of any kind, you'll re-invent the wheel again and again building your own databases. Systems to enter/track/dispense/etc medication are written internally and are very slow to correct errors or to make improvements. Everyone has to work within this environment. People, not systems, are held to account for errors that are made. Error proofing is never done, just individual coaching. Specialist turnover at the CPOs is roughly 100%; higher in some locations and lines of business than in others. Pharmacist turnover is much lower.