Pros
I had the opportunity to work with three different directors and two senior directors during my time at Evernorth. The majority were genuine, supportive, and truly seemed to care about their teams and the work we were doing. I also enjoyed collaborating with my peers — there was a strong sense of camaraderie among individual contributors. When my role was eliminated, I appreciated that the company provided a severance package, which helped ease the transition.
Cons
I was hired into a fully remote position, but just three weeks later, Cigna Group implemented a company-wide return-to-office mandate. This created significant disruption, especially since my team was distributed and not co-located — meaning I was effectively still working remotely, just from an office. Over the course of my two years with the company, there were three major corporate restructuring efforts, each of which led to widespread layoffs despite the company’s continued profitability. Decision-making authority is heavily centralized at the top. Even managers and senior directors often seemed constrained by upper leadership’s directives, leading to delays and inefficiencies — what I’d describe as “corporate drag” being built into the system. At one point, protesters were able to enter the office building, which raised serious safety concerns. It also prompted some reflection about the company’s public perception and values. I did not feel supported in terms of upward mobility. Opportunities for career advancement felt limited, and growth often depended more on organizational reshuffles than merit or performance. Bonus structures lacked transparency and did not appear to be tied to individual performance or the organization’s success. This made it difficult to understand how incentives were determined or how to plan for career growth accordingly. On a lighter note — but still surprising — the offices don’t offer complimentary coffee, which feels like a miss for a company of this size and stature.