Warner Bros. Discovery

The old-timers who are still around as a result of multiple buyouts actually know what they are doing. They are proper engineers who enjoy their work and get to the bottom of things.

The pay could be worse; it's not as competitive as they think, however.

• Fantastic 401k options
• Good healthcare options

If you like to be seen more than you like to work, you're going to love it here.

Nobody knows what they are doing.

There is so much churn that all of the new hires are either still wet-behind-the-ears, fresh out of college, or have never worked in the position they are hired into. Much of the existing leadership has made it into those positions not by merit, but by surviving round after round of layoffs/attrition.

These are people who knew very little about their role, but were either:

• Good at influencing the right people
• Good at keeping a low profile

Real engineers who actually like solving problems? Forget this place. It's all bubblegum holding this place together, on the shoulders of the giants that came before them.

Their infrastructure is crumbling fast. There are constant broadcast and digital failures (just read the comments on their apps, for heaven's sake!)—and no one knows how any of it works. Those of us that do are being ignored, and we are all slowly moving on to greener pastures.

• There is zero upward mobility; your only chance of being promoted is by surviving a few rounds of layoffs.
• No matter how hard you work, no matter what you produce, no matter how much money you make or save for the company, you will not be noticed nor recognized for this work. Only by playing by their "culture" programs and games and spending more time networking (4+ hours a day) than producing do you stand any chance.
• There are no raises to speak of. They used to give 1-3% annual raises, but that's increasingly now determined by the company's performance—which is abysmal (check their stock price).
• They used to give very nice bonuses; that is being diminished and no longer even based on performance, but discretion.

HR runs everything. The head of your department wants to get something done, but HR isn't buying it? Sorry. Doesn't even have to involve a personnel matter, simply a technical one. It's a clown show!

Put engineers who have actually made an impact on their area of expertise in charge of their respective departments. Stop allowing HR to decide how department heads can run their organizations. Stop with the culture programs over actual production programs! "Go woke, go broke" is going to become much more apparent to you in the future.