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      Alaska Airlines

      Engaged employer

      Alaska Airlines reviews

      Alaska Airlines IT - Unraveling - IT Senior Level Alaska Airlines Employee Review

      1.0
      Sep 23, 2013
      It senior level
      Recommend
      CEO approval
      Business outlook

      Pros

      Work life balance is a Pro. This is very helpful if you want to work with folks that only do 40 hours/week. It's also a friendly work environment (to its detriment).

      Cons

      It's not a place to go if you're interested in being treated as a profession IT person. Recommendations are only given value when it comes from an outsider under the guise of Consultant. Very little is expected of the personnel. This leaves an environment riddled with issues and a leadership team that is not truthful to upper level management. It's the Emperor Has No Clothes moment. There are many managers/directors here that is much more focused on fear and not making mistakes. Therefore, we have many systems experiencing technology debt.

      Explore other reviews about Alaska Airlines

      5.0
      Jun 9, 2026
      Flight attendant
      Recommend
      CEO approval
      Business outlook

      Pros

      Life as a flight attendant is very flexible. I knew nothing about being a FA before I applied. I was pleased to learn that we have a 401K, company stock purchase program, health insurance, and a very flexible schedule once you are senior enough to hold a line. I love working for Alaska Airlines. There are many ways a person can start as a FA and work up in the company if they want to.

      Cons

      Starting out, FAs are on reserve (which means being on call). Reserve schedules are not very flexible, and reserve FAs are worked very hard.

      3.0
      Jun 5, 2026
      Director
      Recommend
      CEO approval
      Business outlook

      Pros

      Good work environment and culture. Leadership is strong.

      Cons

      Terrible compensation practice. Outdated approach, especially with corporate back office roles. Leaders have zero say in salaries. The compensation team has an outdated approach to pay and are not open to stay with the current market trends and challenging to partner with. There needs to be a willingness to change and align with the local job market. There needs to be an openness to listen to leaders' input. Its hard to hire and hard to attract retain good employees when we are competing with local employers in the Seattle area that offer better pay. It is very challenging to work with a compensation leader and team that do not listen.

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