Oracle

Every organization operates differently, like its own self-contained company within a company with a specific charter on how that organization fits into the overall corporation. So, camaraderie can be different depending on what group you fall into.

Salary is competitive, but negotiate high during the hiring process, as there are NO raises or cost-of-living increases. That's probably why there is a steady revolving door with Generation X'ers coming then going, and even faster for Generation Y'ers, as this is their foot in the door and then off to greener, more diverse pastures within two years, or as soon as they go through the 'annual review' process to find out that no raises are given.

A big pro, I'd say, is they advocate telecommuting. In fact, they encourage it. Unless you are in a job that requires clearances, you can expect to work from home with a company-provided laptop and VOIP phone.

Also, a nominal stipend covers your broadband expenses at home, and you can have your cell phone ported to the company plan to not have to worry about that bill again.

The benefits package is fairly competitive, though its price keeps increasing year after year while your salary does not.

Training: There is too much e-learning and too little classroom-based learning to spin you up on what you need to do. You are hired and put right into the fire; either learn quickly or burn just as quickly.

If you deviate from the Oracle ecosphere in training desires, those plans will generally be squashed by management.

Salary: You are going to make that amount the rest of your career with Oracle, so come in capped out and comfortable with that or be prepared for disappointment.

There are no company functions, not even local division holiday parties or soirees to get to know your group or team that you work with.

Co-CEOs has dysfunction written all over it. Mark Hurd is all about cost cutting, so expect more of the few benefits you have to be cut.

Give raises to those that earn them. Make annual reviews have a purpose, or do away with them, as there is no incentive to aspire to do great things.

Sure, you must have a blind eye towards your workforce, as you are able to easily outsource it to third-world countries where, for the salary of one US person, you can hire five workers there at significantly less compensation. But that will hurt not only you, but customer growth, as they become more dissatisfied.