Disney

• Free pizza on Fridays.
• A lot of hours during the middle of making the game, so a lot of overtime pay.
• The game is not too bad to play; it's kinda fun.
• Some people they hire are genuinely good workers.
• Some of the senior testers were awesome, but few of them.
• Working with people from other parts of Disney Interactive, not in QA, was amazing.
• It's awesome to tell people you work at Disney; everyone knows who Disney is.

If you're expecting to advance your career, prepare to constantly be a part of a popularity contest with work politics involved.

If you're one of the Bros with Seniors and leads, you have a good chance of becoming a blue badge, non-contract employee.

The higher bug count you have, the better it is, even if the quality of your bugs is very poor.

If you have no opinion and can be completely controlled, you can work here. Suggestions are not welcome; do not be an individual.

No benefits that regular employees get at all. Contract employees used to get free parking to Disneyland and free game figures if you worked on the game on the game's announce date, but that was all taken away.

10% discount from the Disney store. Disney makes billions every year; they can't even hook you up with a good discount.

They say overtime is highly encouraged and optional; don't believe that for one second; they will cut you if you skip overtime.

Management will promise a non-contract job to everyone, then cut the majority of the staff. Most of the staff get cut, even if they are good or do good work. If you are on the top for highest bug counts or suck up to the bosses, they won't cut you.

Management and senior testers tell you not to be on your phone or not to be on your web browser, but as soon as you turn around, they are playing fantasy football, risk, or watching YouTube videos, not working, or are texting right at their desk.

Because career advancement is slim to none, people are constantly having political and verbal battles throughout their contract, trying to scratch and claw their way into a position.

Cuts come around August-September; you might work on contract for only 4-6 months.

Hire people on as non-contract based on skill and bug quality, not on bug count and people who suck up.

Stop treating the workplace like a popularity contest; it's not high school; it's a professional environment.

Develop the team and don't lie to everyone, telling them they will be hired onto the team because of how good they are doing with their work, then cut them.

Don't tell testers to stay off of their browsers and phones, even though you are doing the same thing. Let's not be a hypocrite.

Be honest with your workers. Do not promise a possible non-contract opportunity in front of the testers, then pull the plug on 75% of them.

Stop hiring people that have never played a game in their life. Gamer jobs are for gamers or people who actually know their way somewhat around a console. When training people, we should not be telling other testers what a "Title Screen" is, or where the "R2" button is located on the controller.

Form a team from great testers, and take them off of contract work if they are good at what they do. Base your hires off of skill, not office politics.

Include contract employees in Disney functions shared by non-contract Disney testers.

Allow for career development. Me attempting to advance my career and go to tech talks was impossible.

Treat all your employees with respect. Stop talking down to them as if they are dirt. Testers are still people with dreams and ambitions, just like anyone else trying to work their way up from where you once were.