Pros
- Elaborate performance review process: Line managers spend a lot of time to discuss the performance of every employee and write a multi-page "portfolio" document. Salary increases are based on a number of criteria such as ability to cope with change, knowledge and reputation, and dialogue and rated according to the current "competence" level of the employee. This provides great feedback to grow not only regarding technical skills, but also personally. - Since the company started comparing salaries with those in the overall software industry, salaries have become more competitive, especially taking into account that (unlike in some other companies) nobody is expected to work more than the contractual hours. - Compliance is handled very well. I have not seen any signs of that kind of culture that seems to be widespread at other car-makers which have made headlines in recent years. - Associates are kept well-informed about all issues affecting the company, such as the yearly strategy definitions, strategically important projects, or regular updates on the progress on internal change projects related to the company strategies, using formats such as an all-hands meeting (three times yearly, including an annual networking event with some teambuilding games or video-streamed presentations). Contributing to the implementation of the strategy (as a side activity in addition to the main "revenue" project) is encouraged. - Training is encouraged, both on technical topics and on soft skills. There is a credit system allowing up to 10 training days per year (for in-house trainings, less for external trainings or conferences). Of course, own initiative is required to use this. - In general, the company culture is open and appreciative. Employees are highly skilled. Of course, your mileage may vary from team to team.
Cons
- BMW GROUP is not a software organization. This means many processes will appear overly bureaucratic to software engineers. - Establishing innovation often requires a large amount of patience.