Autodesk

Hybrid style, mostly work from home unless an occasional in-person meeting is needed in the office a few times per month, depending on your team.

Work-life balance.

Your career growth opportunity largely depends on the product you are working on. If it is a product in maintenance mode, you can only expect progression based on someone else moving on.

The managers largely "care" for their pets who are likely to become the next managers after they get promoted to senior managers. The moment you join a team, you already know this. This is not just in one or two teams; it happens to all teams that I have joined.

There is no incentive or motivation for the rest of the team to strive, and the fate is sealed.

There will be quarterly "glint" surveys where you can provide feedback on management. At the end, managers will get the team to brainstorm solutions that the team (not managers) can resolve. Themes like career growth always rank the top, but management can do nothing.

Make flatter organizational structure. There are too many middle managers, which causes redundancy and sometimes duplicated information broadcasting and echoing all over the place, wasting employee time by attending unnecessary meetings with duplicated information. Learn from Nvidia.

Make the project and team structure more fluid to increase learning and opportunity. Rigid structure only leads to dead meat and dead ends.