Pros: Fair compensation. High hopes if you survive there.

Cons: They fire people on the spot. That is, without due process, a review, a reason, or a warning. They can use any reason to fire you. A new manager can fire an entire group. Technology is an old, proprietary stack that requires lots of extra maintenance hours. It is easy to make a mistake. If you make a mistake (see above). Please don't speak against management.

Pros: Descent pay for the game industry

Cons: Arrogant and mediocre upper management.

Pros: - Some people are very helpful and collaborative. - Benefits have expanded. - Compensation is competitive. - Stock has done very well.

Cons: - Above-average level of politics (favoritism, obstruction, showmanship, pandering) within management. - Managers don't grow employees; they are just a pass-through for blame and responsibility. - Managers and ICs have little power to make decisions; decisions are made from the VP/exec level with little transparency. - Some with long tenure refuse to go to meetings, refuse to answer questions, and stall work from being done. - Exec leadership is a very closed group that is an echo chamber for the CEO. - Products are figure-it-out-yourself with no specs or documentation. - Competitiveness between teams means others are blocked from making progress on their own deliverables. - Innovation is choked due to continuous disagreement on a path forward. - Some code has no owners and requires you to reverse engineer the code to learn its function. - Weird model where if the owning team doesn't have time to work on something, engineers must make the changes themselves in code they don't know and own that piece going forward. - Some teams hire exclusively from FAANG companies. - Performance reviews are just a single number without much substantiation. - "Can I have a beer with this person?" was a question used by managers to decide on candidates. - VP review of interview candidates caused numerous candidates with all "yes" feedback to be thrown out. - They talk about diversity then continue to hire non-diverse senior and executive leadership. - Leadership doubled down on return to office then, at the last second, turned around due to internal protest.