Schneider Electric

Push for the "return to people" (aka the return to the office) has been detrimental to culture and building employee resentment. We all talk about it, and having to reserve a desk several days in advance is ridiculous. Why build a new office with 50% capacity and then force everyone to come in?

Over stretch on resources to deliver products

Excessive bureaucracy, redundant processes, mandatory return-to-office policies without clear justification, and limited salary growth plans, typically capped at 2–3% annually, are all contributing to a lack of motivation among managers. They often talk about fairytales and receive all the benefits despite not deserving them. Moreover, many PMs either don’t work much or work just enough to justify their existence and salary. Sometimes, I find myself thinking about starting to “work” like everyone else and enjoying life.

Large organizations can sometimes have its challenges, speed of change can sometimes feel slower. Average compensation and benefits.

The ammount of work but it is according to business

Unclear on the failure to capitalize the US data center boom business. Is it lack of competitive moat , slow execution or overheads ?

In my research, I found that Schneider tends to have slightly lower salary levels than competitors in the same space and often does not do a great job of allowing for negotiations during internal promotions.

too flexible with systems and processes not well standardized, where labor work has to fill in for the gap

Not any major cons. There can be a level of bureaucracy that slows down projects, but that's in most MNCs.

Prone to typical corporate nonsense