Ally Financial

  www.ally.com
  www.ally.com

Ally Financial Jobs & Careers in Atlanta, GA

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Show:  All Results Last 7 Days
15 days ago

Director of Womens Services – easy apply

Ally Atlanta, GA

Requirements: - 5 to 7 years experience - Bachelors Degree - 3 to 5 Womens Service experience This position provides leadership and overall… Glassdoor


19 days ago

Commercial Credit- Loan Closing Analyst

Ally Financial Duluth, GA

Work collaboratively with sales, operations, growth, outside partners (Ally Bank, Berkadia, Ally Legal, etc.) to ensure dealer and matrix partners… Ivy Exec


19 days ago

Risk Analyst

Ally Financial Duluth, GA

Conduct financial analysis on dealership wholesale accounts from data obtained from both internal and external sourcesProduce formalized management… Ivy Exec


2 days ago

RN - LABOR & DELIVERY – easy apply

Ally Roswell, GA

Licensed in the State of Georgia as a Registered Nurse with clinical experience in specialty field. Certification in area of specialty preferred… Glassdoor


Ally Financial Reviews

234 Reviews
3.4
234 Reviews
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Ally Financial CEO and Director Michael A. (Mike) Carpenter
Michael A. (Mike) Carpenter
68 Ratings
  1.  

    Moderate to Well

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Financial Analyst II in Atlanta, GA
    Current Employee - Financial Analyst II in Atlanta, GA

    I have been working at Ally Financial

    Pros

    Lateral rotational opportunities allow you to learn many different jobs within your business segment. A very profitable business segment (auto finance) with satisfactory pay.

    Cons

    Flat organization (very low to no upward mobility); Health benefits are not competive (if not all together too expensive to use); low cross promotional opportunities into other segments of interest (i.e. banking, insurance, mortgage); low tuition assistance; office locations are not upscale.

    Advice to ManagementAdvice

    Develop career tracks to better support retention and eliminate the air of nepotism that exist from GMAC's past. Diversify leadership, the company has done well expanding it junior ranks through diversity but is severely lacking in diversity beyond the lower positions. It is very deflating as a minority (future business leader) when no one (excluding a few HR executives) beyond the Operations Manager position is non-white. It's not that there is racial tension but it is believed among the minorities that the glass ceiling is very low and unlikely to be broken through if not at all impossible to break through. I think if you research company attrition you may very well see a disparaging number in turnover of talented, well educated and polished non-whites. You will also see that Ally is begining to be cherry picked for it's junior talent pool, which say Ally has done a good job training and devloping junior talent, but not rataining them.

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