Pros
Supportive and friendly culture among staff, for most departments Some time is given to learn the job. Most senior staff are consultative and approachable, but generally still quite a conservative bunch. Will generally be late adopters, if not laggards, in employing newer or novel, unconventional but potentially better management and organizational practices. Can serve as a good learning ground for fresh graduates with big responsibilites, staff and performance management, training courses, and overseas travel opportunities. However, with so many things to do on the plate, executives may find themselves as jack of all trades, but masters of none, lagging behind their SQ counterparts in knowledge and skills. Good and relatively fast (2 - 3 years) opportunities for overseas postings, though stations are lean outfits and generally you are there as a one-man op. Probably the best thing about the company is the travel and healthcare/dental benefits, as well as days of leave. If you are in for job stability, travel, and generally a moderate pace of work, and enjoy the aviation business, this may be the place for you. You can't be in this for the money. WIth the difficult aviation outlook and the SQ Group being a unionized group of companies, its not the pay you're coming for - you must really love airlines/aviation work.
Cons
If... Lean but strong corporate systems/resources = Good output and good outcome Then.. Very lean and weak corporate systems/resources = Go figure Rotational system provides opportunities to do new roles, but can also result in loss of knowledge. Most department heads/managers themselves are not subject matter experts in what they do, because of this rotational policy. Learning, development and progress can seriously be stunted. Mismatch in values and goals between executives, management and support staff. Most of the support staff are in for the job stability, laid-back climate, executives want career progression and to be more enterprising, to try new things, and management just want their own ideas (usually what has always worked) to be implemented. The result? Management espouses on about their plan, support staff are cynical and lack drive (most), executives get caught in between, and get disillusioned. The staff population pyramid reflects this. Beyond overseas postings for young execs, there's really nothing much to look forward to in the long-term, unless you really LOVE the company and LOVE aviation.