Fidelity Investments

Honestly, they care a TON about making sure you fit within the culture of the team/company. The technology community is really helpful and full of such a variety of people.

There are good events, they invest in you as a person from internal onsite training to in-house education platforms to big-name course platforming tools (not even counting their benefits package, which is incredible, especially for families). You can really "Blaze your own trail" when it comes to your career, and people will support you as much as they can. The connections you make there can/will extend far after you leave, and most of their networks are very far-reaching across other large companies (or even internally).

Additionally, work/life balance is AMAZING. Most managers (particularly in technology, since call center workflows are different) will let you handle life because they know that it can be unpredictable and will help you adjust however works for you (obviously within reason), whether that's having to leave somewhat early to pick up kids or have an extended lunch because of a crisis or appointment. There's a trust that you can develop with your team and manager that can truly make the experience less stressful, and they're willing to work with you in whatever way they can.

If you're coming in as an entry-level technology role, make sure you get the best offer you can. They've historically paid under market, even within their industry (though it's much closer these past two years) because of their benefits. However, total compensation is still somewhat lower than anticipated for their size.

Depending on the team, it may be hard to rise up the ranks past a certain point due to too many managers. Organizations also find it difficult to cut them, especially if they've been there a while.

It's pretty hard to negotiate any pay change since raises only happen at the end of the year. There's not a pay discussion until they're locked in.

There is a lot of amazing younger management talent that doesn't get cultivated due to office politics and perceived naivete. Though they may not be ready for a direct report, more emphasis should be placed on building career plans/paths for those that wish to get into managing resources. This would ensure they stay with Fidelity for the long term and are substantially more acclimated and prepared when it comes time to transition.

Technologists' pay for internal hires (particularly Leap/Alumni) needs to be redone for more personalized pay after post-training, according to prior experience (if any) and/or training performance. People come in with additional degrees and work experience and sometimes (read: usually) get paid the same flat rate as a post-grad with no full-time experience in that region.

Maintain the values of transparency as much as you can, but don't be afraid to have moments of vulnerability when it comes to feedback. All of this feedback included, because you are truly great managers, but like most things, there's just some minor pivots that can add a substantial amount of value.