Pros: Good perks. Awesome company events. The business model is still good. Lots of big data use cases in important domains. Good enough infrastructure supports. Can potentially be a great place for a data engineer to learn and to grow.

Cons: I only focus on data engineering and advanced analytics, as I do feel I have the technical authority to comment. There are lots of tech debts. Quite a few managers at some very important positions are clueless about the future. They have been struggling to just prevent things from falling apart and to maintain the status quo. They are not good enough at telling the quality of data engineering work to reward the right people accordingly. This is the basic requirement for a healthy environment to make things improve over time, but it takes a lot to have it right. Engineers initiated data projects with good visions are almost nonexistent because there are not that many experienced and good data engineers who have stayed long enough to get to the bottom of the debt-infested systems. Even if they do, they are blocked from knowing the broader context due to heavy management involvement aiming to address the complicated coordination process. This leads to data systems that are not as simple/elegant as they can be, which reinforces more complicated management processes and the practice of micromanaging. And this is a vicious cycle. Suboptimal data systems may work okay when the company was at a smaller scale by resorting to more manual processes, but the same level of quality can easily push things beyond return at the current scale. This is yet another less recognized scaling problem specifically for data engineering. There have been major confusions in important data projects not resolved for a long time, and the managers just started working on something else. Over time, data engineers are increasingly shielded from the real problems but only exposed to the managers' limited and confused perceptions. As a consequence, some important but hard problems are left unsolved forever. And it will keep dragging down the quality of the entire system. This can be a major roadblock for new business partnerships and revenue expansion.

Pros: Most of the workforce is talented, smart, and friendly. I've made some great friends in the years I've worked at Credit Karma. I've generally gotten the impression that C-suite leadership cares about its employees. When other companies would be laying off their staff, C-suite would temporarily freeze hiring and reduce some non-essential benefits to keep everyone on board. I preferred this sense of community. Depending on the team, you could have a ton of autonomy and trust. You'll likely have core tasks you need to accomplish, but there's plenty of opportunity to improve things. Competitive compensation and great benefits. Legitimately cares about Diversity and Inclusion with an internal D&I team that is responsible for keeping the company accountable by metrics and reports on them company-wide. Supports a healthy work/life balance, but depending on who you are, it's easy to put in more. Offices have an open bar. Generally, I've been impressed with how Credit Karma employees can have a good time while also not getting out of hand. Fun bunch to hang with. There's a ton more to say, and if Glassdoor allows me to edit this, I'll try to update this review as I reflect more. But generally, I *highly recommend* giving Credit Karma a try if the high-level looks okay to you. I've heard of many horror stories of other large tech companies and FAANG, and it always made me relieved to work at Credit Karma. The years I worked there were the best in my career so far, and if they were open to remote work, I'd probably still be working for them. Much love to my fellow Karmanauts!

Cons: - Historically, leadership was against any remote work. For multiple years, the subject of remote or hybrid work would come up every year, and leadership wouldn't budge until the pandemic. Recently, there's been a push to return to the office with a hybrid model where employees are in-office a few days a week. From what I know, the reception seems mixed, but leadership is steadfast in bringing employees back to the office. - Some engineering teams, especially engineering infrastructure teams, are very slow to move for one reason or another. Oftentimes, they seem understaffed but can also be unfriendly, unhelpful, and unwelcoming of outside contributions. Similarly, some internal tooling is dated and slow to improve or under-resourced and left to the product teams to maintain. - Now that Credit Karma is owned by Intuit, a lot of changes to the company have happened and will continue to happen. Credit Karma products are integrating with other Intuit products, especially TurboTax. This is exciting from a scale standpoint, but might prioritize fewer exciting Credit Karma product big bets, and the company overall has a more "corporate" feeling. - It lost some of its "funky charm" as it's grown. - Depending on what team you're on and who your manager is, you could have more challenge than others to get opportunities for career growth and promotions. In some cases, there are a lot of senior-level and above employees that bring questionable value for their level. Some high-potential or high-value employees are undervalued. - No more free meals and fewer, less frequent team outings (as of 2022). - Unless you're senior-level or above, flexibility in long-term time-off, such as for a sabbatical, is unlikely to be approved. This excludes maternity and baby-bonding leave.

Pros: Culture, great people, CEO is a people's person.

Cons: A lot of people left after their full investment in the 2020 Intuit merger.