Pros
Highly intelligent and driven peers Exposure to large-scale, complex problems that build strong operational and strategic skills. Compensation remains competitive compared to many companies, though not always reflective of workload.
Kontras
Promotions are increasingly difficult to obtain and often driven by internal politics rather than performance. Employees are judged heavily by level or title rather than capability or contribution. Growing sentiment that employees are easily replaceable—whether by AI or through offshoring to lower-cost regions. Leadership, including Jassy, appears focused on accelerating AI adoption to cut headcount rather than enhance efficiency. “Customer obsession” has shifted to profit obsession—support teams are being reduced, skilled employees cut, and critical enablement content left unfinished. Minimal training and onboarding; new hires face a sink-or-swim environment with little guidance or mentorship. Continuous loss of experienced employees has created major gaps in “tribal knowledge” and institutional understanding. Increased expectations placed on remaining employees to cover for laid-off colleagues, leading to reduced work-life balance and an “always on” culture—even during vacations. High reliance on stock-based compensation rather than base pay, enabling pay reductions through declining stock values. Ongoing reduction in employee benefits—parking fees reinstated post-RTO, lower coverage, fewer events, and an overall decline in employee care.