Internal opportunities are stagnant. In the years I have been with this company, I have seen time and time again where leadership would rather hire from outside the company than develop or cultivate development opportunities for internal employees. Because of this consistent behavior, upward mobility is very scarce within this company. To be certain, sometimes you need to bring in external talent to move things forward and address gaps, however, you also need to set your current employees up for success with targeted opportunities for development and a career path. The scale is tipped much further to the external hiring side at this company. Promotions to a director position are as rare as a Bigfoot sighting. You would have a better chance to get ahead (statistically) at this company by leaving, landing a higher position at a different company, and then trying to get hired back at Intuit at that same acquired level or higher. Seriously, if you do get hired here, plan to stay right where you are for a long, long time.
A very hierarchical culture by comparison to other companies I have worked for. Way too many hierarchical “roadblocks”. It seems childish (and it really is), but team managers and directors do not exactly like or encourage managers to communicate directly with executives if they are not involved directly with the communication. They want to be seen and heard when execs are involved. Very common for emails or presentations to be scrutinized many, many times over before being “allowed” to be sent or presented. Slows the communication process WAY down and creates a lot of extra work just to get communications out. No…this is not just “coaching” employees on effective executive communication. This behavior is prevalent and falls way outside of simple “coaching”. It’s sad, but the behavior shows a real lack of trust and results in a lot of wasted time due to excessive, un-needed micromanaging. I think if the executives could track the amount of time and effort that gets expended just to get communications to them from the “troops” they would immediately put a stop to this “roadblocking” behavior. It is no exaggeration to say that this bureaucratic back and forth consumes hours out of mine and my colleagues work week on a very regular basis.
No doubt about it…Intuit goes through a very careful and extensive process to recruit and hire just the right candidates. They thoroughly vet candidates and form "Assess for Awesome" teams to ensure all candidates are very carefully reviewed and then selected. They pour a lot of time and effort into this process and then turn right around and micromanage the hell out of their people. It sounds ridiculous…and it really is. Intuit goes to great lengths to attract and bring in top talent…and then they simply don’t trust them to do the job they thoroughly vetted and hired them to do in the first place. I am constantly amazed at the amount of time directors and team leaders must have to be able to micromanage their staff all day. Long story short - lack of trust is a VERY big issue at Intuit. It is worse in some areas than others…but it exists throughout. It has gotten worse in the years I have been here.
