Capital One

Capital One Director Jobs & Careers in Washington, DC

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30+ days ago

Sr. Director, Compliance Audit

Capital One McLean, VA

. A Senior Director on the AM… Ivy Exec

24 days ago

Design Strategy Director

Capital One Arlington, VA

Join an exclusive team of design strategists who are shaping the financial experiences of over 60 million customers. The Design Thinking Team at… Ivy Exec

30+ days ago

Director, Total Rewards

Capital One McLean, VA

We are looking for an innovative HR professional to lead Total Rewards for Capital One s International businesses, which currently comprise the UK… Ivy Exec

30+ days ago

Director, Model Validation

Capital One McLean, VA

great company and a great place to work. As a Capital One Director, you will… Ivy Exec

30+ days ago

Director, Selection Consulting

Capital One McLean, VA

At Capital One, we think big and do big things. We were the first company to offer mass customization and personalization of credit card products… Ivy Exec

30+ days ago

Innovation Director, Internal Audit

Capital One McLean, VA

team is seeking an Innovation Director who will help us accelerate and shape… Innovation Director will interface directly with executives, leadership… Ivy Exec

24 days ago

Senior Director of Insights & Innovation

Capital One McLean, VA

Capital One s Brand Team is a collection of collaborative and forward-thinking strategists with a passion for developing, and testing world class… Ivy Exec

30+ days ago

Director, Digital Data Analytics

Capital One Vienna, VA

work. Capital One is selectively recruiting a high-performing Director Ivy Exec

20 days ago

Director, Assistant General Counsel

Capital One Vienna, VA

in the country. This Director, Assistant General Counsel, will be responsible… Ivy Exec

20 days ago

Director, Compliance Audit (Consumer)

Capital One McLean, VA

opportunity. Capital One is seeking an energetic, self-motivated Audit Director Ivy Exec

Capital One Reviews

1,614 Reviews
1,614 Reviews
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Capital One Founder, Chairman & CEO Richard D. Fairbank
Richard D. Fairbank
837 Ratings

    Like working at a startup that has good funding and great benefits

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - IT Manager in McLean, VA
    Current Employee - IT Manager in McLean, VA

    I have been working at Capital One full-time (more than an year)


    Benefits are great. 401K up to 7.5% company contribution, short/long term disability paid by company, discounted company stock purchase option, vacation days (able to buy more during open enrollment), unlimited sick days, 3 family care days, free financial planning consultations via Fidelity, free use of athletic trainer in company fitness centers twice a week (there is a fee to use the fitness centers, but no additional charge to use the trainers). I find the medical insurance (bronze/silver/gold options through Aetna) to be expensive compared to the HMO I can get through my spouse's employer, but I don't think the Aetna costs at Capital One are out of line with what I have observed at other companies; I'm not a fan of the high deductible though. Capital One does try to brunt the pain of the high deductible by offering free health clinics on site at major locations (no copay - family members can also visit) and no copay to visit CVS minute clinics. Very progressive company - just announced expansion of maternity leave to 12 weeks PAID, 2 weeks paid paternity leave, 6 weeks paid adoption leave/surrogate leave (if your child born via surrogate), $10K contribution toward adoption expenses. Company will contribute up to $1000 toward your flexible spending accounts (medical/dependent care).

    My manager (and senior leadership team in general) have been absolutely fabulous - when my dad died, I was told "take the time you need" - very humane.

    I had severe culture shock after joining Capital One for a very long time... I have encountered very few "slackers" and am continually impressed at how responsive most associates are to any requests/questions I may have - it's highly unusual for it to take more than 4 hours to get a response. Capital One takes pains to hire very intelligent, data-driven associates. I am very satisfied with my work/life balance, but that balance can be a bit unpredictable at times (mainly because I am in an operational role).

    Capital One has taken great pains to recruit/retain associates hired as interns/new college grads - this program is very well-designed/run. They would be well-advised to pay a reasonably equivalent level of attention to experienced hires (obviously, more seasoned hires don't need as quite as much hand holding).

    I am thoroughly impressed by the company's commitment to doing the right thing by their customers. While I won't go into any detail here, suffice it to say Capital One gives up a LOT of $ by not following the same practices used by many of the other large financial companies. The latitude given to call center associates to satisfy a customer's needs is unprecedented.


    The "startup" culture at Capital One can be a double edge sword - if something isn't working, just wait six months (or less) and it will change.If you are a person who greatly values organizational structures/processes etc. remaining static over a long period of time, this is not the company for you.

    There have been big changes in the senior leadership team (most external hires) in my line of business during the time I have been at Capital One, a significant number (1100+) of associates hired (many as part of the drive to insource key functions). While I think the CEO and very senior management have good plans for the company (e.g., identifying key objectives each year, and making solid plans to reach them), objective identification/planning within my own line of business is shaky at best, largely due to understaffing/lack of resources and multiple reorgs. Predictably, mentoring of associates is not what it should be in my line of business given the staffing challenges.

    The company does pair up a "buddy" with new hires who request it. While I had a buddy, I didn't find it useful because the buddy was not in the same location or same role as me, and so was not able to answer many of the questions that I had.

    IT has been switching over to agile-based methods (not just for software development), while also shifting to a federated model in which IT resources are assigned to a particular line of business rather than a centralized pool of IT resources. While there are some distinct advantages to that approach (e.g., IT resources are intimately familiar with the applications of their line of business and the associated network infrastructure; fewer issues with prioritizing needs across different lines of business), it makes it difficult for the remaining "central" IT organization to keep track of everything that is going on. Time will tell how this gamble pays off.

    Associates in general don't like the performance management system - which strongly emphasizes 360 feedback and forced "cross-calibration" sessions amongst managers of all associates at the same level (idea is to ensure everyone uses the same standards to rate an associate).

    Advice to ManagementAdvice

    Take a long hard look at your organizations and make sure they are organized in a way that makes sense. Then reorg once and be done with it. Similarly with Agile/federation model, think through all the processed long and hard - the devil is in the details - before pulling the trigger.

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