General Motors

• Ability to work remotely.
• Work/life balance can be good if you are working in a competent and respectful team.
• Culture can be positive but is very team/org dependent.
• Good 401k matching benefits and wellness incentives (overall compensation).
• Can be a good jump start to your career if you receive no other offers as a new college hire.

Managers target doing what makes them look good versus what is good for their teams.

There's no promotional opportunity unless you apply internally to other teams.

Performance-based merit raises are non-existent. You need to have good relations with upper management to get a good raise. Good raises aren't given out by performance; it's all political.

The talent pool is weak because the interview/screening/assessment is so easy. All questions are STAR format with no technical discussion. Weaker talent tend to stay, with stronger employees leaving for significantly better pay elsewhere.

There's a huge disparity between those who do and those who don't. You may find those who barely do anything are getting paid more than you.

Constant chase for "emerging technology." They'll migrate from platform to platform for the sake of looking good on paper versus use case, despite the fact that it disrupts team workflows.

Low pay. This is one of the few companies where managers are paid more than critical senior devs, by a huge margin.

There are a handful of rude/toxic employees. I'm not sure how this behavior is acceptable. Reporting any harassing behavior will end up with retaliatory action, despite them having policies against retaliation.

Change how GM IT management operates. They don't care about feedback despite constantly asking for it and are very clique-ish to protect their own. Improve the culture in all organizations. Some are great; others are toxic.

Pay talent properly and have stronger screening/assessment. This will result in stronger talent. If you keep seeking those from the bottom of the barrel and pay as such, well, you get what you pay for.