Pros
Some people at IMAX are a lot of fun to work with (depending on which department you are with). Many people stay here a long time, so they become very good at doing their jobs.
Cons
Many people stay here a long time, so getting promoted can be extraordinarily difficult in some departments. If you look at the LinkedIn profiles of various employees, you will see that they have stayed here FOREVER. In many cases, when someone is ready to get to the next level, it is just easier to leave and go to another company. Obviously, that is a negative result, because we lose some great employees and talent that way. You’ll never learn more about how deficient a company is than when there is a crisis impacting the business. COVID-19 has closed our locations so it is expected that changes would be made to running the business. However, how those changes are made and how they are communicated tells a lot about how the company is led. From a talent perspective, COVID-19 has highlighted that our department has no leader. We have stopped recruiting for roles and, in some cases, rescinded offers that were already extended. However, our Careers website STILL shows all 26 roles that we were advertising prior to the escalation of the impact of the virus. Why are we giving individuals the impression that we are still recruiting for those roles when we are not?? Good leadership would have immediately included a disclaimer on the careers page notifying potential applicants that recruiting efforts are on hold. We’ve done nothing. (Let’s see if that changes after they read my review.) Secondly, we have been given no direction when dealing with candidates who have already entered the recruiting phase for various roles (eg. phone screen, moved along to the hiring manager for consideration, in-person interview). The appropriate thing to do here would be to follow-up with ALL candidates that we have already had recruiting discussions with and let them know that the roles are on hold. Do you know what it is like having an excellent candidate, who has done a phone screen in early March, email to ask about next steps and not have a response for them? We’re just ghosting candidates and not replying to emails because IMAX does not want us to put it out there that our recruiting efforts are on-hold. Our CEO loves to do interviews with media companies and boast about the fact that we have enough cash on hand to survive for 2 years. He neglects to indicate that that statement is only factual because of all the layoffs, furloughs, rescinded offers, and hiring freezes.