Pros
Competitive starting pay. Good (but not fantastic) benefits. Strong intent from senior leaders (new to the company in the last ~2 years) to make it an ethical and ethically-run company. Requirement for formal performance feedback every 6 months. Slowly moving away from multiple antiquated computer systems and duplicate processes across the company (it takes time).
Cons
I've worked for Wells Fargo for 2 years and have decades in the work world, and it is an odd environment. There are still so many silos, even within the same small organization, and every manager feels empowered to do what they want or they feel is best, and there is no culture here that people should work together for the common good. Nearly everyone would like to see things improve, however few people actually like change in order to get there, and they definitely don't want change unless it means their stature or team grows. It's common to find a passive-aggressive streak, cloaked under supposed Midwest Niceness, which enables bad behavior by individuals such as saying they agree in public then sabotaging afterwards. A lot of situations where if people don't like something they find a way to drag it out through delays, rescheduled meetings, etc. etc. etc. that they hope it will just fade away, and unfortunately much of the time they are 'rewarded' and it does just fade away. Definite cliques based on geography, such as it's all about Des Moines, Iowa. I don't know how much of this is intentional and how much is subconscious, but there is a definite geographic bias from many people. The CEO thrives interacting with people in person and has established a mandate that there will be no more remote work once COVID restrictions end unless exception approval can be obtained from an operating committee member (i.e. 1 down from the CEO), which will be incredibly rare. This means that current employees who are not in a core location can no longer apply for jobs, even if they have been full time remote for years (they are not grandfathered in), and likely they will slowly be laid off over time (if they don't self-select out first, which saves the company money). This is going to result in a painful multi-year shift of strong talent out the door being replaced by mediocre talent in core locations, and less diversity in the non-branch workforce overall. While some work should be done in-office and site strategies can produce great benefit for customers and the company, they shouldn't be applied in a one-size-fits-all approach across an entire company.