Capital One reviews

Ivory tower syndrome in upper management who often have selective perception regarding input from lower level staff. Lots of stress in middle management; which is the result of the daily changing strategy and the expectation of knowing what the flavor of the day is without being told. Constantly changing agenda/strategy. The rating is determined in management calibration sessions which rate your performance against everyone else at your same level (not job title). So if someone at your level has gone above and beyond (which always occurs), this then creates the standard for which you should've followed. This makes it impossible to set goals and be confident that if you've met them you've performed well, since you are ranked against your peers not against goals set by you and your manager. This process leads to less teamwork and knowledge sharing and more individualism. Technology is lacking and in some ways is less than the industry standard. Lack of communication from upper-level management.

This is a very political organization that has not been able to retain top talent in the last few years. Their turn over rate in commercial banking departments in the last five years has been 99%. They talk the talk but don't walk the walk on career promotion advancement. The way they treat top women performers is abhorrent and is the epitome of an "old boys club". Women Beware.