Pros: 1. Some part of the outside world thinks you are working on a well-known product. 2. If you are interested specifically in using MATLAB/Simulink to solve MATH/Engineering problems, you might enjoy the job. 3. Good work-life balance. You are working based on a fixed schedule; there is no flexibility, but also no overtime. 4. There are many smart and nice people working here. 5. Part of the benefits is good, e.g., 401K match, unlimited sick days, and there are some nice small perks.

Cons: The cons part is only for EDG, and more specifically it is for the experience of computer science people in EDG. 1. MathWorks’ pay to ASE role might not be that bad compared to many mid to small-size companies, but it is still much lower than most large software companies. 2. If your career goal is to do software development, don’t have very high expectations for the EDG program, because it is mainly a technical support role. EDG is part of the technical support department, and your technical support job always has higher priority than all of your other tasks in EDG. Most managers will purposely avoid this fact when they talk to you before you join. 3. MathWorks is an extremely procedural company, so for anything you do, there will be some step-by-step documentation, which is good for many people. However, for some reason, they never make the procedure of transferring out of EDG to a development role clear. The time you spend at EDG actually depends on the number of opening positions in other parts of the company, and they do over-hire sometimes. When this happens, again, your manager will avoid the fact and tell you to not focus on whether there are any open positions, but to focus on improving yourself so an opportunity will come to you. 4. The performance review process is very unclear and inconsistent. The performance rating is from 1 to 6 points, and I have seen someone get praised by his manager and promised a raise, while someone from the same team with a rating just 0.5 lower got warned by the same manager that his career is at risk. 5. Most managers are not from the appropriate technical background, so do not expect them to help you much from the technical perspective. The management is highly technical support oriented, and if you say you have a computer science degree and are very good at software development, your skills will not be much appreciated here. 6. The expected amount of bonus for new hires listed on the hiring material that HR gave to me was way higher than the bonus I actually received, and since all new hires get the same amount of bonus regardless of performance, the information from HR was just not true. 7. Some actions from management are questionable in terms of work ethics. Managers use the threat of not filing working visa applications to push engineers.

Pros: Great colleagues. Most I met were great to work with. If you're looking to move from a non-CS background to software engineering, it can provide you with a good transition, as they actively hire non-CS grads.

Cons: There are a lot of reasons why I would highly advise against joining EDG, and I have highlighted the main ones. * There is a high probability that you will not get the position you want once you transfer out of EDG. You can end up waiting years for a position to open up in your preferred team. Most people choose to transfer to whatever position is available rather than wait for their preferred position because the technical support (in theory 50% of the work, but often higher) aspect of the work ends up being so unbearable after around 9-12 months. * The department is constantly understaffed, and we are put under a lot of pressure to satisfy the department KPIs of resolving support tickets. This in practice meant pulling a lot of extra work to deal with the workload, and for a long time, even being asked to work on cases during weeks allocated to projects. * The managers are clueless and have limited experience with technical support. They do not seem to understand the challenges of technical support or the fact that most of our challenges stem from being understaffed. If it wasn't for our full-time Technical Support Engineer colleagues with their high-value experience and knowledge, we would be screwed. The managers just blame us for being overwhelmed with cases on "team efficiency." They would constantly come up with terrible ideas that don't work and create an atmosphere where short-term fixes and taking shortcuts (e.g., spending less time per case to resolve it) were encouraged implicitly. When these shortcuts would inevitably backfire and engineers receive low customer satisfaction surveys, the manager would act all surprised that it happened and chastise them. * Work-life balance can be a hit or miss. I had no issues and managed to get work done without working overtime, but I know a lot of people who had to work many extra hours. The main culprit of this was getting new responsibilities without adequate training or support to take on that responsibility. A common situation was when EDGers would be given the rotational team lead role and would work extra hours due to the high volume of tech support cases and the high pressure put on them to deal with it. * A lot of useless/outdated training and processes (which you often need to do during your project weeks). What ends up happening is that, in frustration, answers get copied from more senior staff who have already completed them. * EDG is an afterthought in the company, and it is seen as less important than other roles. An example is that for orientation in pre-COVID times, EDGers are put in the back of the line and can end up waiting over 10 months to complete their BPO (company orientation), while staff from other departments often have the option to do it in the first few weeks/months. * The way that management gets around their failures to hit KPIs is by deflecting the failings to the EDGer. Every year, a certain percentage of EDGers worldwide are laid off due to "performance reasons" (similar to the "hire to fire" policy that other companies use).

Pros: MathWorks creates some of the best (and in some cases, only) scientific computing tools in the industry and is very well recognized. There is an impressive base of engineering grads (an MS is basically required for entry-level positions). In the large majority of cases, people work well together, and there is a cooperative atmosphere. Honesty is placed in very high esteem, and people try hard to conform to that standard. Benefits are very good (401k match percentage is almost unheard of in the industry). EDG/ASE does provide a good opportunity to try out different departments before making a transfer. If you do a good job and are well-liked, you will move up in the ranks fairly quickly.

Cons: In EDG, if you are given the wrong manager (basically assigned by luck), then your career is doomed. Too many mandatory meetings and micromanagement. In some cases, I was asked to write a "plan" for a project that took as long as the actual project itself. There is a strict culture of doing things "the MathWorks way," even if there are better ways out there. Because of this, it takes forever for new features, and even bug fixes, to make their way into the customer's hands. Transferring between jobs inside the company is way more difficult than at other companies that I've worked at. The CS grads tend not to be as talented as engineering grads, yet they are courted more aggressively due to a lack of these types of people. Top-notch engineering grads will come here, whereas top-notch CS grads tend to turn down offers here because they would rather work for Google, Microsoft, Facebook, etc. Base salary is very mediocre. My starting salary at my new job was 25% higher.