Pros
- Higher than average starting pay - Average vacation time - Great health/dental/vision benefits at low cost to employees - There is currently both a pension and 401k plan, and they contribute 3% regardless of how much you put in the 401k - The people are generally nice, and the leaders are pretty understanding - There is opportunity for a bonus every year, but the calculation varies by department. Some departments are weighted heavily toward combined ratio, which means your bonus is based on how bad the weather was last year instead of anything you achieved
Cons
- Pay increases do not keep pace with inflation. This is by design, and has nothing to do with your performance. Managers are given a low percent to allocate to their reports, but new hires will be hired at the current market rate (usually increasing faster than the % managers are allocated), This means experienced employees are almost always underpaid after a few years, so you MUST get promoted to hit a new pay bracket to keep up. Pay ranges were previously posted on all job openings, both internal and external (which would have been a positive above), however HR has decided to remove pay ranges from all postings over the last few months. - HR is very unhelpful, so the faster you can speak to someone who knows what they're doing (hiring manger, etc.), the better. They've also begun rolling out some very unpopular and poorly implemented policies regarding return-to-office. The requirement is currently 3 days in office for employees within 50 miles, but certain employees get exemptions [reasons for preferential treatment are unclear]. The actual enforcement of the "requirement" also varies widely between leaders and departments. Recently, this meant that some department leaders were counting your swipe-ins each month, while other departments were not showing up at all. - Expectations around remote employees showing up several times per year - often for just a single day or two at a time - are also extremely unclear, and are likely an extreme waste of company dollars. - The logic behind hiring a remote manager and still expecting their direct reports to all be in office for meetings or even on days with no scheduled meetings is very non-intuitive. - Current CEO appears to be completely devoid of personality or leadership ability. He cannot be removed because he is also Chairman of the Board. - It is impossible to get anything done without knowing certain "key people" in each department. Only people with seniority know who these people are, and they are often other people with seniority, many of which will likely retire over the next 5 years and leave the company lobotomized of all knowledge related to both their ancient mainframe system & the duct tape connections holding everything together. - Some leaders also appear to be selected for their "leadership ability" or other intangibles instead of actual subject matter knowledge, which is a huge problem. Meetings get derailed because simple concepts need to be explained multiple times to people who should really know better. - The company is easily distracted by "new, shiny objects" for several years at a time, but either gut them to the point of uselessness or disregard them entirely. Recent examples (large & small) include: -- Small Business Platform - widely considered a train wreck, multiple leaders fired, several teams dedicated to making it workable again -- Data Catalog - unable to be implemented for >3 years due to consistently poor data management internally. The technical debt that the IT department has accumulated is truly astounding. Fixes are occasionally implemented, then left unattended to go off the rails. -- Tableau implementation - reports are reverted back to Excel because the recipients of the report often do not have Tableau, plus we have completely ignored the functionality and QoL improvements Tableau Prep provides and instead write out the full SQL separately and paste it into Tableau -- Specialty/international acquisitions - results TBD
