Vantaggi
Good teammates who are talented and fun to work with, but all of them are resigning leaving only the employees who couldn't do any better behind. There used to be other pros like large annual training budget and bonuses for certifications, but Jacobs took those away when they acquired Blue Canopy. Since the acquisition employees are no longer forced to hear the previous owner hold them as a captive audience at company events where she offers surprise performances of herself genuinely trying to sing rock songs well but sounding more like Gilbert Godfrey playing Iago in Aladdin; though it was a welcome relief from her maniacally laughing at her on jokes. This and am improved 401k with 1:1 matching up the 6% with immediate 100% vesting are the only two good things to come with the acquisition.
Svantaggi
Incompetent management chases employees out the door while incompetent recruiting fails to attract new talent, all while Jacobs is taking away benefits and forcing all to endure their clunky transition from Blue Canopy to Jacobs. With all of the clashes and distractions between management and employees, the customers are the ones who really pay the price. Management puts employees second to last and customers dead last. They would rather deliver nothing and spend their time creating reports that show how valuable their work is than actually give the customer what they're asking for, even when their employees want to deliver it. Managers undermine their employees ability to be effective, and rather than giving clients what they're asking for they want their employees to give them what the managers think they need, often against client wishes, which puts the employees in an awkward position. Meanwhile the only thing management really wants of employees is for them to shut up, keep seats warm, and bill...even when they're not at work. When a problematic employee is hired, often against the recommendation of all of that employees interviewers, rather than management managing the employees performance and leading them to improvement, they lash out at any employee who speaks out with issues about them doing things like damaging client systems or fraudulently billing the client. While they protect the problematic employees expecting nothing of them, they ride heavily on the employees who are willing to do work to compensate for their problematic teammates. They employ incompetent management at the cost of employees well-being until they can't anymore. In one such case they protected a manager who had countless complaints against him from employees and other managers. In the end they only fired him after they found out he was violating his non-compete and possibly stealing proprietary information. It's a pattern of protecting the people who aren't performing at the cost of the well-being of those employees who are, the client, and even the company for that matter. I would have said their PTO plan lagged behind competitors in the Cyber Security space, but that was when they offered 15 days PTO annually for the first three years and then 20 days annually after that. With the Jacobs acquisition though, they've moved that from 3 years to 5 years, and made it not only effective for new hires but also for current employees who had been there for years.