* Low pay which is not related to either experience or performance.
* Engineering managers who don't even know how to read the code of those they evaluate.
* Performance evaluations driven by political connections while ignoring contributions, there is literally no place to list contributions.
* People get entirely skipped in performance evaluations with no explanation.
* Product Managers who have never written requirements.
* Principal Engineers with less experience than junior engineers.
* Out-dated technical stack that doesn't perform, doesn't scale, and has frequent outages.
* Rigid, authoritarian, control that retaliates against people who actually solve real problems. If a solution was not dictated by your unqualified manager, you will face retaliation even after you fix problems and make improvements.
* Decision making in off-site "inception meetings" that leave engineering out of the process and whose members are hand-picked from the most politically connected.
* Extremely top-heavy organization. "Target Operating Model" introduces several layers of managers with poorly defined responsibilities filled by unqualified, but politically loyal, people. It is not uncommon for work that takes an hour to be frozen and blocked for a month while the managers above hold endless meetings about topics they know nothing about. You will not be invited to these discussions about your work.
* Despite the massive headcount, most have no idea what to work on, and those who do the actual work that keeps the business alive are badly understaffed.
