The New York Times

Nice 401K matching contributions. Located close to Bryant Park, so summer lunches are always pleasant. Discounted visits to museums and nearby restaurants. Of, let's say, 100 employees, 20 are brilliant and awesome to work with, 40 are decent engineers, and the rest are pretty much slackers who are really good at playing politics and protecting each other. You will find different reviews given the different departments you work for throughout the company.

The NYT kitchen was not free of cost, unlike most companies in Manhattan.

As technologists, we could never work from home. That privilege was only used by senior management at their own discretion.

Micromanagement to the max by senior management. The working climate was based on fear and intimidation.

Absolutely no work-life balance. Senior management will slowly make you put in longer hours at work.

One-on-ones were all meant to scapegoat everyone into working even longer hours, instead of talking about career advancements or current work situations.

Managers have superiority complexes, to say the least, and will never admit mistakes. Nor will they acknowledge good work.

Managers seem to be in their positions without any merit and based solely on political ties, even though so many of us have come and gone from our roles (six of us to be exact within the course of a year).

Joining the New York Times as a MySQL Database Administrator has been the worst mistake of my career.

Upper management lacks clear technical vision and does not know about technological advancements.

My experience at NYT taught me nothing technically that I didn't already know. I felt technically in a state of stagnation.

Change your managers, or you will lose your workforce.

The New York Times is a nice company, but it has a propensity for choosing horrible managers.

Change your senior management culture.

Train your managers to be better managers, or replace them.

Make sure the roles of managers and team leads are not held by the same person.

Choose your team leads based on merit, not politics or ethnic backgrounds.