Pros: For Engineering dept only: No butt-in-chair mentality or micromanaging. If you get your work done and on time, nobody cares when you come in or leave. You are treated like an adult who can manage their own work schedule. Some really smart folks work here and built the company. You now have access to all this brainpower and knowledge, so you can learn from them. Friendly, cheerful, open-minded coworkers. Whether your thing is being Austin-y, good coffee, sports, cooking, etc., there are kindred spirits for you here. Extremely relaxed dress code. You could roller skate to a meeting if you wanted to. The existence of a maternity leave policy. (This is a new thing.) Growing list of fringe benefits: * Spacious open office * Daily catered lunches * Frequent office happy hours * Shuttle service * Boat parties * Movie nights

Cons: Office is in West Austin off 360, far away from downtown/fun stuff. Salaries are below industry standards, and it is difficult to negotiate for more pay. No clear path for career advancement in non-managerial positions. As noted above, management styles and work schedule flexibility vary greatly by manager and department. The Engineering dept gets the most freedom. The others, not so much.

Pros: Unsure anymore. I guess still some benefits.

Cons: Ruled by fear, and it takes forever to get answers and decisions.

Pros: At the highest level, Indeed takes care of its employees. There were a number of programs while I was there, such as reimbursing WFH expenses and guaranteeing RSUs that many companies would spurn as unnecessary or too expensive. Indeed tries to model itself after other large, successful tech companies (Apple, Google, etc.), and its employees approach work with a deserved pride. I have benefited from having Indeed on my resume because the company has notoriety and respect. It's a meme at this point, but the breakfasts and lunches at the cafeteria ensured I was well-fed.

Cons: Indeed is not immune from typical complaints of large companies. In general, I found it difficult to understand department-level decisions. This is likely due to the sheer hierarchy of the organization (I never met my initial manager's manager, for example). My initial product space was discontinued, and I found myself "moved" to a product space that seemed ill-defined (I should have requested to move to something else through an internal job board rather than hoping my manager would do something about it). I personally strongly disliked how raises and promotions were awarded to engineers. Although it is the same system across roles at Indeed, it seemed like you needed to be prepared to move mountains in order to get relatively small raises (which lead to promotion), but alternatively could do the bare minimum and "coast" on your current salary for quite a while (i.e., the difference between "exceeding" and "meeting" expectations). Indeed has been around for 17 years, and there are a lot of legacy systems (IQL, for example) that, while cutting-edge for their time, have been superseded by other tools. This amounts to a lot of Indeed-specific tech to learn, even for experienced people.