Pros
- the pay can be somewhat average, depending on who you are and how well Managers/Directors like you personally
Cons
- poor work/life balance, specifically for non-Yahoo legacy employees - rampant favoritism towards legacy Yahoo employees (non-Yahoo employees usually have upwards of 5-10x as much work as their Yahoo-counterparts, middle-senior leadership is mostly Yahoo and thus the favoritism rolls down the line from there, employee reductions always hit non-Yahoo employees first and hardest) - 2-3 major employee reductions per year (this isn't to retain top talent, often times top talent is let go in order to retain favorite employees or to save money on salaries/benefits) - employee reductions are used as first line tactic to hit short-term profit goals when company is performing poorly - too many legacy systems, that are not integrated - poor training and employee resources - leadership changes "focus" constantly without following through with any mission they have previously slated for the company - very few opportunities for pay increases or promotions, and again favoritism and politics will determine these rare occurrences anyways - lack of transparency on employee reviews, promotion processes, company/staffing decisions - because of lack of transparency on pay calculations, the gender-pay-gap is a live and well here - HR is very poor to meet their deadlines, or communicating to employees, or responding to issues. Often HR and Leadership take the approach of gaslighting truth and blaming employees for company performance, morale, or issues - terrible morale - Managers/Directors are just talking mouthpieces for SVPs/VPs; employee best interest is not their function at Oath and they will not ever push back on behalf of employees - company prioritizes money on "keeping-up-appearances" in the industry with parties and events, superficial fringe-benefits (like food), etc, instead of applying it to help relieve employee workloads/resources or instead of increasing direct compensation/benefits