Each office has a very different culture. When the company expands into a new regional market, there is a tendency to hire partner-level employees from other firms. Some of these have been fantastic hires, while others have ended up backfiring significantly- there are a few washouts or lazy/ terminal middle management types that clearly came from larger firms looking for an easier opportunity to advance.
Some managers regularly engage in illegal employment practices apparently without repercussion, including: 1.) asking interview candidates if they plan on getting married or having children in the near future, 2.) formally reprimanding employees for publicly discussing the salary/benefits offered at other firms, threatening punitive action if it is done again, and canceling salary/ benefit discussions as a direct consequence, and a number of other far more severe examples that will remain unmentioned.
A lot of other corners are cut in order to offer equity shares to all employees. If you are working in one of the US offices and don't have the luxury of being able to use your spouse's benefits, you will be in a very tough spot. The benefits package isn't even close to being competitive to what other firms are offering, and I can't imagine what is offered is remotely reliable for employees that depend on their employer-provided medical care.
Extremely minimal 401k match (3% with no contribution). This is an improvement over what it used to be (nothing) but not competitive with other firms.
Flat salary without bonuses; it ends up being average to slightly below average for the industry. Depending on who you work for, your pay curve may be a little more dependent on personality than the volume or quality of your work- this could work in your favor if you approach it right. Managers tend to easily buy into hype and word travels quickly- so if you start off on the right foot you can be in a good position.
