Pros: Great vacation and paid time off. Company contributions to retirement accounts (401k and pension) are pretty good. Benefits are good, but are being reduced each year, it seems. Work/life programs and flexibility with work schedule are good, but are being reduced. Access to computer-based and web training is above average.

Cons: Too many layers of middle management, which creates way too much administration. This makes it impossible to get the real productive work completed without a lot of hours over the normal 40-hour work week. Also, the layers of management do not always work together, so the entire company suffers with many wasted hours and project deadlines missed or projects going way over budget. Many middle managers are not qualified. There are managers who were not good at the technical jobs they did previously and were never respected by their peers, but they were still given management positions. These managers would have the same peers working for them. The lack of respect doesn't go away easily, so this is not the type of manager that would be successful long-term and would not help the company's bottom line. It's a formula for failure, and I have seen it destroy employee morale and team productivity on several teams. * The bonus program is pretty bad. * Health and dental insurance keeps getting worse, and employees have to pay more. * The company keeps reducing its contribution to the employees' retirement plans. There are organization changes and reorgs nearly every six months, with layoffs most of the time, so employee morale is very low for many reasons. They keep replacing IT jobs in the US with outsourced jobs overseas.

Pros: Lots of change to build experience. Learn how to build resilient apps.

Cons: They do not treat people well at all. If you worked for Lehman's, you have a pass.

Pros: Pay was decent, and team members were solid.

Cons: Very limited vertical career opportunities. Leadership changes every 9 to 12 months. Talent ranking was a popularity contest and not based on accomplishments and performance against P4P. SLT continuously chased the latest ITL governance methodology and was not concerned about stabilizing the environment. Year over year erosion of health benefits, deferring costs back onto employees while not adjusting salaries.