Workday

They care about their employees and their culture.

Many teams at Workday allow for inter-company mobility.

Good leadership at the C-suite level; company direction and growth are great.

Below industry standard salary.

Most good young engineers leave within a few years because the company refuses to pay industry standard. (Something a lot of companies do that I will never understand; continuity and product knowledge is worth so much).

Promotions are slow to go to the deserving; years at the company is the primary factor. Promotion cycles in general are slow and locked to semi-yearly cycles.

Middle management is murky, not straightforward, honest, or realistic about pay structures and hiring practices. It seems as though they are coached not to be transparent.

Too much bureaucracy and too many meetings. It lost its startup feel, and development can be slow-paced at times.

Very political about letting employees work remote; very few exceptions granted.

Not really allowing remote work.

Pay your engineers what they’re worth to stop talent from leaving and smooth out growing pains of onboarding new hires.

(Keeping seasoned technical members at the company who have already spent a few years there is so valuable.)

Be leaders in hiring and salary transparency to match your company values.

Go with the times and the future of the workplace; allow employees to work remotely.

Keep caring about the employees and their well-being like you have in the past, even as the company grows bigger and bigger.