- Still a pretty heavy white Boys club, especially in upper management. There are some female/non-white/non-binary faces, but not enough throughout the org, ESPECIALLY in engineering
- The Job function structure is opaque, I've interviewed people who were to be in a grade above me with less experience in my skill set
- A lot of the brilliant engineers I've worked with are actually Contractors/employees of Stelligent, so they don't stick around
- 3M HIS seems to have trouble hiring/finding talent for some reason--HR I think doesn't know how to recruit Software Engineering folks, so a lot of Managers and team leads are doing double duty finding people. Hiring process is SUppppppper slow/drawn out/unorganized so we lose candidates before we can even interview them
- Definite disconnect between the actual engineers and management who controls our destiny (I get the sense that no one read my resume/I've gotten silo-ed/forgotten)
- Corporate policies are still not quite there with functioning like a software company
- There's no on-call : the reason this is a negative is because they haven't designed it yet. The teams are really advanced/accelerated in some aspects and in the dark ages in others. (Advance CICD/IaC, yet no ops support, and the cloud security team is completely lost).I can see this coming back to bite 3M when the SLAs/apps get more attention by users. Some managers are trying to fix this. . .
- whenever corporate networking has to get involved, it's a power struggle. They don't understand cloud and generally behave like the 1990s with IP space requests; there's a definite sense of some teams feeling threatened outside our little engineering/devops bubble
- education reimbursement is pint-sized compared to company size
