Goldman Sachs

Excellent brand value to help you launch your career and subsequently get called at bigger firms.

Fellow engineers across the firm are usually very willing to extend help.

Will learn how to communicate effectively, as there is a lot of emphasis on this.

Lots of valuable fundamentals to engineering can be learned if launching your career here.

Excellent parental leave policy.

Flexibility at the workplace (WFH) is generally very well supported if you are a decent performer.

Great emphasis on diversity, especially women in technology. There are a lot of diversity/affinity networks that hold big networking events throughout the year.

Very good 401k benefits.

Onsite healthcare and child care (discounted).

Special benefit which is extremely helpful and well managed is critical healthcare. There is a set of doctors and health professionals who can offer unbiased medical advice.

Generous leave policy: week off for marriage; you get an extra week off every 5 years until your 15th anniversary.

Tradition of intimidating, rough, or bully people rising to the top.

The quality of the new breed of engineering management leadership leaves a lot to be desired.

Engineering is a second-class citizen.

Engineering divisions do not pay well, and salaries will stagnate tremendously as your years of experience increase, other than when you join as a fresh hire.

There is no correlation between the rise in responsibilities or title to compensation.

Parental leave policy implementation, especially for paternity leave, is done for publicity. There is open acknowledgment from management that taking these leaves cannot prevent promotions.

You cannot 'trade' or invest in stocks as an engineer; you are not compensated for this.

Medical plan costs keep increasing year on year.

Constant culture with an emphasis on cost-cutting rather than investing to grow revenues or realize efficiencies. New business areas receive narrow-sighted investments that are cut away after initial growth and expansion.

Ability and personality checks for leaders - talking does not translate to best execution/implementations.

Investing in longer-tenured recruits who have been consistent performers.