Pros
The people (outside of management) were some of the most genuine and caring people I've ever met. Most were willing to go above and beyond to help if you only ask. The buildings were always clean, the gyms were nice, and the cafeteria was a great bonus too. However if you didn't get down there early, there was a decent wait. (I believe this is being addressed with the new building.) 401k matching was also generous and there was college tuition reimbursement of 80%. If you are self motivated, there were plenty of opportunities to teach yourself skills that can be used in your future job searches. (Like Excel, VBA, and PowerPoint.) Unfortunately, advancing your career at NATL is very difficult. (Some departments throw new titles around like crazy, while others take years to give any recognition unless you're in the "in crowd") There are several employees who are working to change the way NATL operates, but it's a painfully slow process. I believe there is small shift in the attitude occurring. However, some of the management refuses to change, because "that's how it's always been done." With each new employee there's hope. So if you can stick it out, I think NATL will be on right path in 5-10 years as old management phases out.
Cons
The lack of diversity and women in leadership was very obvious, and it shows in the way some managers treated their employees. One particular manager consistently spoke down to employees, lied, and was very unclear with expectations. (Which made understanding what he wanted more challenging than the job itself.) Numerous employees talked to upper management, but nothing was done even though their complaints were well documented. Relevant training was also hard to come by. Kent state classes on "managing email" and "working in groups" were provided, but were utterly useless. Compensation was below other employers in the industry, and raises barely kept up with inflation. When negotiating for a position make sure to go high, because you will not see any significant increases after reviews. Company/Product performance bonuses were very small (less than $100 in some cases) and were split up. There was no option to work from home, and laptops were only provided to select departments. I understand not every company has to offer this, but for the sake of employees living 30+ minutes away, when inclement weather strikes, it would be a godsend. There was also inconsistency on how "core hours" were implemented. Some managers made you take PTO for appointments and others were flexible. It depended on your department.