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American Express Reviews

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American Express Chairman and CEO Ken Chenault
Ken Chenault
1,695 Ratings
  • Helpful (1)

    Strong leadership is an underestimated variable.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Client Manager- GMS in New York, NY
    Current Employee - Client Manager- GMS in New York, NY

    I have been working at American Express full-time (More than 3 years)

    Positive Outlook
    Approves of CEO
    Positive Outlook
    Approves of CEO


    - Flexibility- I don't need great work life balance, but this organization really encourages us to work smarter and not longer. Prioritize, think about the 5 Organization goals and push on forward. There are days you will have to work over 5:30 pm, but it's really rewarding when there are also days you can leave here at 5 on the dot.
    -Leadership- I was on the Consumer Marketing side at one point and I don't think I liked my job or the company-- but my Director at the time really worked hard to make sure his team was happy and he made working fun. Now that I am on the Merchant side, the culture my previous director carried in Consumer is really fostered in my new organization. It really is why AXP has been successful, its leadership- open communication, foster its employees at all levels, have the hard conversations, think about the future and the next steps, and be kind-- Ed Gilligan philosophy.
    - Opportunity for growth- There's always opportunity for growth, you just have to take the initiative to get to the next level/team.


    - Pay isn't terrible but it is not comparable to "real" banks, but this isn't a real bank
    - The launch time for any initiative takes about 2 months to launch, in the tech and marketing industry, this is equal to 2 years
    - Not all organizations in AXP foster the same leadership/people mindset
    - I think it's hard for introverts here because this is a people company.-- Which means you have to own your own brand; coffee chats, meeting new people, and selling yourself. Not everyone can do this, so it hinders people's ability to move around. But I think if you secure an advocate, even if it's your own boss, that can be a solution.
    - They hire extremely talented external employees and put them in less-than-fitting roles. If your analyst takes the initiative to automate and essentially fire himself/herself from their job- maybe the role was not challenging enough and you should think to find a job to promote he or she within the company to retain the talent

    Advice to Management

    It may seem like I have more cons than pros, but I think leadership is the biggest component when it comes to ratings because you don't find great ones everywhere. I will say, foster the same type of leadership in GMS and OPEN across other organizations-- Specifically CP&S. You're losing talent because of leadership, not because of compliance challenges.

    Think bigger, think faster. How can we get things done better and quicker. We need another Ed.

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