Great benefits and leadership with decent flexibility, and noticeable improvements in the culture. Career advancements are sometimes treated as "lateral" but require more responsibility and do not always come with compensation increases other than standard annual merit.

Team building activities in person.

Work from anywhere and the overall revamp of Sabre's culture.

The interaction with clients and the type of industry we are in.

The transparency and hands-on approach when oversight and development is taking place with new products.

The vision for each business units, diversity and now a more streamlined "how we work" initiative.

Inclusiveness and actually knowing each pier for Birthday, celebrations etc. Noticing and acknowledging the wellbeing of one another.

The support and understanding of how we do business from one another. Stepping up when there might be uncertainty with certain business dealings.

Working in a travel/hospitality space that allows you to be the change we make for travelers and customers across the globe utilizing technology.

I've spearheaded multiple projects and process changes advancing from contributor to a senior role. The compensation piece has always been nothing, but a merit increases and never an actual base line increase. Leaders indicate its budget restraints are why, yet new hires are coming in much higher.

Overall tenure and development is not taking place in the evaluation of pay. New hires coming in on a much higher pay rate with far less responsibility. Conversations with leaders about this is overlooked even though it is advised by exec leadership that this is the process we should take.