Capital One Underwriter Jobs

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Show:  All Results Last 7 Days
30+ days ago

Relationship Manager (COAF) DC RBC

Capital One Vienna, VA

Capital One Auto Finance (COAF) involving issues in underwriting and funding… Capital One

23 days ago

Commercial Card Underwriter II (Bethesda MD)

Capital One Bethesda, MD

 Analyze all aspects of an applicant’s business to determine credit worthineand ability to pay under the terms and conditions set forth in the… Capital One

30+ days ago

Director Audit Credit Risk Management

Capital One McLean, VA

Corporate Audit Services (CAS), the Internal Audit function within Capital One, is a dedicated group of audit professionals focused on delivering top… Capital One

30+ days ago

Sr. Risk Associate Enterprise Risk Management

Capital One McLean, VA

Sr. Risk Associate, Enterprise Risk Management Level: Senior Associate Capital One is a diversified bank that offers a broad array of… Capital One

9 days ago

Sr. Manager IT Risk Management and Controls

Capital One McLean, VA

-Liaise with technology process owners to ensure they understand operational, compliance and financial risks that need to be mitigated and control… Capital One

30 days ago

Senior Manager Client Support McLean VA

Capital One McLean, VA

and Underwriting teams as a local point of contact for issue escalation, key… Capital One

10 days ago

Commercial Banking Summer Analyst Program

Capital One McLean, VA +3 locations

may include any of the following: - Credit underwriting and risk management… Capital One

30 days ago

Commercial Credit Specialist Centralized Spreading (Bethesda MD)

Capital One Bethesda, MD

 Manage and monitor the centralized spreading mailboxes for spreading assignments, completed Intake Forms and financial statement submissions at a… Capital One

13 days ago

Commerical Loan Administrator II Multifamily (Bethesda MD)

Capital One Bethesda, MD

spreadsheet and reconcile with AP statements. Third Parties - Request quotes from third party vendors. - Forward quotes to… Capital One

4 days ago

Portfolio Management (Senior Loan Officer) Commercial Specialty & Finance Group

Capital One Chevy Chase, MD

include but not limited: • Collaborate with Underwriting prior to loan closing, as it relates to facilitating… Capital One

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Capital One Founder, Chairman & CEO Richard D. Fairbank
Richard D. Fairbank
1,001 Ratings
  • Helpful (1)

    IT developer

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Developer
    Current Employee - Developer

    I have been working at Capital One full-time (more than 3 years)

    Positive Outlook
    No opinion of CEO
    Positive Outlook
    No opinion of CEO


    1. The agile methodology is a breath of fresh air compared to the waterfall they used to operate under.

    2. Their software is using some pretty old technology, but they have meetings to practice and discuss newer technology and they occasionally bring them into operation if management likes it.

    3. They seem generally interested in hearing employees concerns and addressing them.

    4. Annual bonus is nice if you get a good review.


    Working late is expected if your team needs to meet a sprint commitment.

    The 70/20/10 rule is used for performance reviews. I usually land in the 70%, and once or twice in the 20% high ranks, but each time the reviews come around, there is a lot of anxiety and self doubt.

    The way it works is your manager has to advocate on your behalf in a big meeting and convince everyone else of your value. You are compared against all other employees with the same rank as you. If your manager isn't very persuasive, even if you are one of the best employees, you could end up in the bottom 10%. Also, a manager who is a great salesman could sell a bad employee into the 70% pretty easily. So rather than measuring employees to get rid of the worst 10%, they are really just punishing employees who work under a bad manager. This model seems to really highlight the old saying, "A team is only as good as their manager".

    Also, the system also seems to encourage leaving coworkers out to fail publicly so that you can get a leg up on them in the next review session. I've never done it, but I can see the strategy working for some. Because its agile, you have an incentive to keep your team mates on track, but there is no incentive to help Joe from the other team.

    Advice to Management

    1. Get rid of the 70/20/10 concept. Measure each employee on their own merits.
    2. Continue with Agile, its much better.

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