Verizon

The benefits include medical, dental, vision, short-term incentive, 401k match, and personal days off. Telecommuting may be an option.

Interaction with colleagues from different continents.

Possibility to change jobs without changing employers.

Bright coworkers.

Exposure to different operating systems and software.

Company size can make communication difficult.

Danger of burnout. The teams are lightly staffed, the development cycles are frequent and aggressive, and budgets are tight. As a result, you may find yourself working weekends, holidays, and vacations.

First-level managers are not very effective (promoted into the position but not well trained for it). They do not follow the company policy of coaching and encouraging professional development of those who report to them. Their focus is meeting scheduled milestones.

The philosophy behind the performance review process needs to be promoted and enforced from above. From my perspective, the process is failing from the directory level down. As a result, there is a loss of current and potential gains in human capital.

Per company propaganda, the performance review process promotes communication between managers and their reports. It includes goals for professional development (IT even has a minimum number of training hours required per year).

The process has become a demotivating bureaucratic formality. There is no real communication between manager and reports. Between reviews, the manager focuses on the schedule and rarely has any other reason to initiate communication.