Pros: You get hands-on experience with large-scale embedded and systems-level development for electric vehicles, such as complex problems, real impact, and strong exposure to the full product lifecycle. Most engineers are sharp, collaborative, and willing to help. When things click, you feel part of something meaningful. Pay and benefits are solid, especially for a legacy OEM. The work-life balance is generally fair, though resources for training and process improvement are team-dependent.

Cons: The culture has changed in the last few years. It used to feel like “one team, one mission,” but since stacked ranking was introduced, people have become more guarded and risk-averse. Teamwork and open collaboration have taken a hit. Many folks are just focused on protecting their metrics. Internal politics can matter more than results. Visibility sometimes outweighs actual contribution when it comes to recognition or advancement. Layers of process and decision-making can slow progress and dilute innovation. The shift toward a more competitive review environment has created anxiety and eroded some of the sense of belonging that used to define GM’s culture.

Pros: Good place to work if you are on the right team.

Cons: Work stress and micromanagement. Too many layoffs.

Pros: The benefits are amazing: a 10% 401k match, yearly profit sharing, and good health insurance. If you get in the right team, the work can be very interesting. I've enjoyed working with every team I've been on; managers down to general workers are usually great people.

Cons: Anyone with a title of director or above seems to have it out for the worker. They implemented stacked rankings, but the problem is that it is done director down. So, every manager gets in a room during performance evaluations and makes a shark tank-like pitch for why each of their workers met or exceeded expectations. However, they must come to a consensus, so if you did great in your role, but didn't have high enough visibility to be seen by other managers, you will likely be cut. It creates this need to always work on high-vis projects, hoping for attention, while background tasks that are meaningful, get relegated to never getting done until they are a problem. The SLT is constantly making an "us vs. them" narrative. It's always the workers that must cut expenses, the workers that must work extra hours over the holiday, the workers that have caused us to fall behind, the workers that have to be cut. But then they have the ability to spend 11 times the saving they want to squeeze from the workers into meaningless stock buybacks that workers don't even benefit from, as we are not given deferred stock options or stock discounts. Limited advancement opportunities. * If you are not the right salary level, they will not even consider you for a role you may be highly qualified for. * If you want an in-role promotion, you have to perform at the level of the promotion you want for upwards of a year, and that is only if the budget allows. So, you either have to change jobs, accept no advancement, or leave the company and come back. External hires don't have the salary restriction and can negotiate. I'm taking an 8% pay cut and paying for my own move across state lines to get out of this place. Do with that knowledge what you will.