Capital One Manager, Project Management reviews

Capital One seems to have had its heyday in the late 90s and early 2000s. Those who were hired recently (within the last three years) see little opportunity for growth/advancement on a macro level within the company or in creativity on an individual role level. Currently, the company is more interested in maintaining the status quo rather than building creative or exciting products. Also, due to the compensation structure and performance management cycle, promotion and salary are based almost completely on an employee's direct manager (who may or may not have been involved in that employee actual performance) instead of how they actually performed. Therefore, doing an excellent job or going above an beyond does not equal promotion or high ratings.

Senior managers are typically not experts in their departments' core competencies. Therefore, SME employees in the department must "pitch" their ideas for projects to management, progressing slowly along a long learning curve for the manager. To make matters worse, it seems like just about the time your manager finally does "get it," he or she is whisked away to lead some other unrelated department. and the employees must train a new manager.