PagerDuty

Most PD employees are super nice and in general the company has tons of emotional intelligence.

Lots of support for underrepresented groups, especially through employee resource groups. Good diversity stats compared to the industry and region (board and execs included).

Managers go on-call too, not just line level workers.

Work/life balance was quite reasonable, although it depends significantly on the team. Ask lots of questions about the on-call load for the specific team you're considering joining.

There is a strong tendency to cargo cult technical decisions and appeal to authority in discussions, which was probably exacerbated by...

There is a cultural fear of being wrong, caused by a small group in engineering who treat every interaction as a battle to be won. It wasn't uncommon for people to express fear of asking questions in certain channels out of fear of one of these people (or their emulators) making them feel stupid.

The engineering department probably wastes half its budget redoing work to use increasingly niche technologies as top engineers' interests meander.

Most valuable stuff is owned by a team and a rotation, so if you're not a manager or lead, opportunities for individual ownership can be limited, which can make career growth challenging beyond the early career.

For the size of the company, there is a frankly stunning amount of approvals, committees, and other red tape encouraging inaction over action. There is some tendency to hunt for reasons to reject proposals rather than work collaboratively to find a way forward. Instead of asking "how many problems can -I- find with this idea?" ask "how could -we- make this work?"

Mentor up the org chart, not just down. And mentoring doesn't have to be exclusively technical. Leverage your highly emotionally intelligent workforce to mentor the "strong personalities" in engineering.