Capital One reviews

Senior Directors do not care about work life balance, period. Your territory will change constantly without your blessing and you are expected to go anywhere, any time, with no consideration for you. A rigid adherence to scorecard AND 10/80/10 annual purges exists. It's possible to be 100% on your scorecard and still get fired for things that cannot be measured, quantified, or tied to KPIs. You can go from top 10% to bottom 10% in six months while doing the job the same way the entire time. Absence of core values. Have you ever slipped off Mute during a conference call? That will show up in your mid year and annual review as examples of how you failed to uphold core values and risked partnerships by potentially missing key information. Middle managers absolutely cannot give clear direction to the field because the Senior Director is impossible to decode. Portfolio failures result from lack of partner communication. Career advancement is impossible if leaders do not like you or allow you to move. The Associate Relations team cannot protect you from unfair treatment, they don't protect you from unfair treatment, either. I've never worked somewhere that divorced from so many talented people. Lots of DEI calls, no clear go-forward strategies in the day to day, though.

At some point around 2020, the culture started to change with expectations to work unhealthy amount of hours. Managers were no longer supporting their directs and instead saying giving template responses in performance reviews to justify lower than expected ratings often failing to give concrete examples of what to do better. The work itself has mostly become vulnerability management and patching. There is a big push for internal tools like One Pipeline and Dev Nav and the Exchange which are not well written, poorly supported and ultimately just become impediments to development work.