Vantaggi
Work-Life Balance: Line- and Middle-managers understand that you're being paid an unethically low wage/salary, so they tend to be understanding and have at least a soft commitment to work/life balance. Unless you get a really bad manager, you won't be expected to "go above and beyond", "give 110%", or always be available. In that sense, this will not be an intensely stressful job outside of work hours Job Security: Among the technology department, there are so many legacy systems to maintain and new companies being acquired that there's basically a never-ending amount of work. Plus, because head-count is kept brutally low, you'll always have something to do! Aside from COVID, layoffs are extremely rare. Opportunity: the constant turnover from your colleagues getting better opportunities elsewhere and leaving means that, if you're competent and try even a little bit, you'll have an opportunity to "shine" a little bit and increase your skillset, and possibly even attain a better role and title. You'll still be pathetically underpaid though, but if you're looking for an experience play, you could do worse. Experience: if you're just starting out your career, this is a great place to learn some painful lessons early on. You'll have an immense appreciation for what a healthy culture and environment is when you compare it to your time at IB. You'll learn how incurring years of technical debt makes improvements and innovations almost impossible. And you'll learn that most companies have zero regard for you, and it's up to YOU to make the right moves for your own career. People: the people who DO stick around tend to have great personalities, in the sense that they maintain a grim optimism in spite of the awful overall conditions and culture. Others will be extremely angry and bitter, but they tend to leave pretty quickly.
Svantaggi
It's been written plenty here on Glassdoor, but InternetBrands compensation is truly bad, and it stems from the strategy at the top. Successful companies nowadays are embracing a 21st-century mindset that the company IS the people who work there. That's not the philosophy at InternetBrands though. It's abundantly clear that to top leadership (starting at the very top with Bob Brisco), employees are not the life of the company, but are reduced to a single value on the quarterly balance sheet in the expense column, and leadership wants that number to be as absolutely low as it can possibly be. How do they do this? A breakdown: 1. Offer well-below-industry-average compensation for open positions. The only people who accept will be either desperate for a job either due to financial reasons or because they're just starting their career and will take what they can get. 2. For positions that "can't" be filled (because anybody qualified for it in the US won't accept the low pay), they abuse the H-1B visa system to pay an immigrant even less. This helps mitigate the turnover risk, because it's VERY hard for someone on this visa to change jobs. It's highly unethical. 3. Keep staffing levels at absolute bare minimums. If a team would ideally have 10 people, it'll have 7. If a team needs 8, it'll have 5. 4. Similarly, if someone leaves, there's no rush to fill the position. Other people on the team will pick up the slack for a few weeks or months even. 5. Do very little actual innovation or product-creation. To build something new, you have to risk failure and unprofitability. It's much easier to buy an existing small profitable company, cut their benefits and stop giving them raises, and cycle out those expensive salaries from the holdovers who get discouraged and move on, replacing them with new low-paid replacements. 6. Dangle a carrot for new-hires, which is a soft-guarantee for raises. The way this works is, yes they'll acknowledge that the starting pay is low, but this plan will steadily increase your pay regularly, until it caps out at about 80% of your actual market value today, but it'll take 18 months to get there. Oh, sorry, it's taking longer to get your raise processed for some reason. Don't worry, it's coming! Oops, your next review ALSO is taking extra time. Oops!