Pros
Benefits are still decent compared to many companies. Work-life balance is still generally something that upper management takes seriously. We get two additional "mental health" company holidays per year and a bunch of "caregiver" hours to care for ailing family members, if necessary. I do appreciate that TR has stood for social justice, including programs to increase diversity and knowledge of current events after George Floyd. You get paid volunteer hours every year, and there is decent charity donation matching.
Cons
Reputation for low salaries, and despite good revenue results throughout the pandemic, employees have not been getting much in the way of bonuses or pay raises. There is no plan to adjust to inflation. While there were no major layoffs during the height of the pandemic, which was good, a hiring freeze was put in place--except for a dozen high-salary executives. It used to be that to take advantage of most perks and promotion opportunities, you had to relocate to a major office, especially the HQ in Canada or U.S. (Minnesota). But after the hiring freeze was removed and the company started allowing remote workers, living in Minnesota or near one of the other main offices has become a detriment--you're required to come to office EVEN IF the rest of your team is remote, and deal with the commute again while paying higher gas prices and being mindful that the pandemic is not actually over. Moreover, the execs are still constantly pushing the "open office (floor) plan" for any future new offices or moves, despite every single study showing that "open offices" are detrimental to collaboration, concentration, productivity, and--surprise--health vis-a-vis communicable diseases. Now, onto the technology. Despite being classified as a technology company, Thomson Reuters execs place more importance in the products/services being sold than the back-end infrastructure and tools used by teams to actually produce said products/services. Metrics are being pushed to measure productivity. This is fine, except there are no tools in place to actually measure productivity unless it's built into the back-end of a brand-new product. Many product teams are only using spreadsheets or worse to track projects, and many processes can be extremely archaic while relying on limitations and software nearly 20 years old, which can take significant time out of productivity. If you are looking to join TR primarily as a high-tech company, be very mindful about the team you might be joining. How long have the senior team members been in their role? Are they too comfortable with "this is just how we've always done it"? Was the team acquired? Is the software product (not content) being actively improved with bug fixes and feature releases? Things like that. If you want to join one of the flagship teams for a product that was developed by TR from the ground up, that would probably work out better. But if you're being interviewed by one of the smaller teams for a product you never heard of as an attorney or law student, pay attention. If you are an attorney, however, horizontal career movement is attainable in the company.