Ventajas
- Enjoy being the market leader (by acquisition and merger, not directly related to the current leadership). You can have nothing significant to delivered to the public for quarters and still be able to feel a great sense of "progress". - Wonderful place for "process improvement enthusiasts" - you have all the time in the world to explore new processes, frameworks, methodologies, tools, theories to plan, discuss, align, visualize, setting goals and "OKRs" (oh, you got to love the OKRs), just everything but delivering anything. - High acceptance of talents of all levels of competency - a good number of people with little to no solid skills but routinely repeating the latest trends of buzz words, can be chiefs, managers, leads and heads.
Desventajas
- Uninspiring Product Vision & Strategy. Keep recycling the same few points on Product Vision & Strategy for the last 3 years, only had few wordings and phrasing replaced. New joiners and Kool-aid drinkers would still listen to those, but a big "meh" to anyone else. Any attempts to actually realize those goals raised by "not-favourited" employees will be dimmed as "not creating values", ignored by the leaders, became their favourite underbosses' pet projects soon afterwards, got executed badly, delivered nothing or generated no result, demoralising employees, but then celebrated as "success". - Addiction on "Orangizational restructure", there were more time spent on months-long orangizational restructures than delivering major features or minor improvements. Newly re-formed teams have to conduct multi-days bootcamps to set up the team identity (i.e. team name) in a "creative" manner. After each restructures, productivities and key results get even worse, employees turn-over surges, moral gets lower every day. And new team names? Only to create confusion and chaos. - Forget actual innovations, there's the inability to even being a copycat - there are teams (with the "s"! plural!) working on products that are clearly copycats for same things from well established "competitors" on the global market for more or less than a decade, but nothing noticeable was being released, don't even mention impacts. - Masturbatory job titles that looks more like generated randomly with a bunch of latest silicon valley buzz words or copied from some Medium articles. It makes people wonder if it's a cheap trick to keep employees stay in the company (and keep underpaying them). - "Transparency" though miscommunication and avoid answering questions - when employees ask questions, messages often got delivered into a blackhole with no reply. When decisions were being made, no one knows anything until after things happened - at least Trump's cabinet got a tweet every now and then. There is even a coined phases to describe this being quoted regularly- "just another typical communication breakdown of SEEK ASIA". - Disregarding the culture, pace and capability differences between locations and forcing the "headquarter" way to other locations. Gone with the team's ability to work agility, in focus and team mates with hardcore domain knowledges within reach; Hello long lasting email threads to "announce" and "celebrate" tiny non-events; countless meaningless repetitious meetings / demos / showcases / town halls - plus the 20-mins setup time, every time; unfit tech people in locations are still having a hard time to pick up domain knowledges (sometime not even their own creations) years after the merger, disastrous incidents happens and being absolved almost regularly.