Pros
1. Unlimited vacation (If you have a decent boss and you keep your bill-ability high) 2. Good education reimbursement 3. Pockets of amazingly talented people who are loyal to each other and their client(s) 4. Raises are possible. I have gotten 15-20% of my onshore people a raise every year. That took two quarters and hundreds of emails to make happen. The bureaucracy seems designed to thwart you at every of the dozens of steps; yet it is possible for the manager who sticks it out for his/her people.
Cons
1. The CEO has a proven record of setting up processes and incentives that drive revenue down quarter over quarter, year over year. The result is a mind-numbing month after month death march to layoff thousands. That march usually starts with an email on a Sunday announcing the next round of cuts. Those cuts are nearly always executed on a Thursday with the employee's last day is Friday, and if you are in the US, your healthcare benefits end at 11:59 pm on that Friday. I've laid off dozens over the last year. 2. Most onshore people never see a raise, yet the CEO makes $10-20M per year solely through cost cutting. There is little innovation at DXC, just the latest marketing buzzwords like cloud and digital. When the CEO does acquire a company, he drives all of the innovators out of the acquisition and then just sells its IP to clients without any meaningful improvement to the IP until the client(s) finally abandon DXC. 3. Morale at the worker level is non-existent. If you are lucky, you work for an L4 who holds her/his group together like a family and insulates them from "leadership" above. Yet, the never-ending workforce reductions (WFR - our latest buzzword - last year we called it Value Capture = VC) sink in hard causing the survivors to walk around like shell-shocked victims of a war. 4. In the US you accrue a 401k (retirement) match, but cannot collect it unless you are with the company when they pay it out at the beginning of the next calendar year. 5. Get ready to pickup a lot of expenses on your own. DXC pays for nearly nothing. All expenses above $250 must be pre-approved. Forget team bonding activities if you are onshore. 6. The employee contribution for my health benefits in the US are 3x higher than the job I will be starting at shortly. 7. The CEO (or his consultants - PwC and McKinsey) micro-manages everything. His edicts and progress stifling processes crush motivation, innovation and revenue growth.