Capital One reviews

Performance management This would take whole book to write about but still wouldn't make sense as to why they have it in such an outdated fashion twice a year leaving lesser time for actual work to be done. You gotta be popular in your team and some more to do well in this job. This isn't a role for heads down work. Take up this job only if you are great at making decks and presenting them, actual analysis may or may not be important depending on which team you are in but if you make pretty slides with pretty graphs that your skip likes then you might get to keep the job

Post COVID, Capital One's culture has shifted dramatically to toxic. Amazon cast-off executives are now influencing a culture where doing your job is not enough to keep your job. They force management to make the bar so high during calibrations that only a select few can reach it and then they outright terminate the employees under the bar without a Coaching Plan or Performance Improvement Plan. Employees are asked to do more with less without any additional compensation. Executive Leadership is easily influenced by the tech companies that Capital One strives to emulate. Instead of being the leader in their industry and doing what is best for the associates, they base their decisions on what Google, Apple and Amazon do. Employees are being forced back into the office and if they don't badge in often enough, they are terminated.