Pros
There are a lot of things I love about working at Earthwatch (amazing, similarly-motivated colleagues, connection with inspiring science and world-class researchers around the globe, knowing you are contributing to a meaningful mission every day, free breakfast on Fridays, etc), but I want to highlight something this organization has excelled at in the last couple of years in particular, and which is one of the reasons I have been with Earthwatch for 15 years and have had the opportunity to rise from Coordinator to Manager to Director. There is a strong focus within the Earthwatch management culture to tease out what really interests people (regardless of their current job description), what their hidden talents are, and find ways to capitalize on those passions and skills: develop those skills, apply the talents to special projects, even sometimes customize a position to best benefit the staff member and the organization. Internal promotions are strongly encouraged in order to ensure we are fully using the talent we already have at our fingertips; I can no longer count on both hands the enthusiastic/smart/energetic people hired on after a successful internship. I have seen so much potential blossom into reality in the last couple of years, and personally I have reached a professional level I had not before bothered to imagine was an option for me. I feel empowered to forge my own career path, but I also have the support and guidance of my manager at all times. In my 1.5 decade history here, this is definitely the best time to be an employee at Earthwatch.
Cons
Like I said, I have been with Earthwatch for 15 years. Prior to that, I had worked at a variety of environmental nonprofits. Like the other nonprofits, Earthwatch has weathered some tough times, and during those tough times, we definitely saw some good staff leave us. That was definitely challenging, as I am sure it is at other organizations as well. But I feel that the shift in focus towards embracing individuals' particular strengths and interests is at the root of our current low turnover rate, and the resulting high staff morale. So I feel that what I am describing here is essentially a con-of-the-past.