Wells Fargo


Wells Fargo Jobs & Careers in Sherman Oaks, CA

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6 days ago

Personal Banker (SAFE) 1 Baldwin

Wells Fargo Los Angeles, CA +2 locations

We provide value when we work together to help meet our customers’ needs by proactively reaching out, listening, and learning their stories. As a… Wells Fargo

14 days ago

Business Relationship Mgr (Lo)

Wells Fargo Los Angeles, CA

Effectively acquires, manages and grows profitable account relationships with less complex business customers that have annual gross sales of… Wells Fargo

6 days ago

Operations Clerk 2 20 hour Cash V

Wells Fargo Los Angeles, CA

An Operations Clerk position is the first step in a rewarding career in financial services. You'll learn about the world of cash and deposit… Wells Fargo

21 days ago

Manager of Investment Products

Wells Fargo Los Angeles, CA

The Affiliated Managers Division (AMD) is a business within Wells Fargo Asset Management (WFAM), a leading provider of investment solutions for… Wells Fargo

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Wells Fargo Reviews

7,127 Reviews
7,127 Reviews
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Wells Fargo President, CEO, and Director John G. Stumpf
John G. Stumpf
3,561 Ratings
  1. 7 people found this helpful  

    I loved working for this company.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Personal Banker I in Mesa, AZ
    Former Employee - Personal Banker I in Mesa, AZ

    I worked at Wells Fargo full-time (more than an year)


    Excellent employee benefits! It feels great to work for a company that has made a very respectable name for itself.


    Caution - If you do not like intense sales pressure you would not enjoy working on the retail side of wells fargo. This is at times a "con" because too much sales pressure can lead to an unethical work environment and culture.

    Advice to ManagementAdvice

    I would recommend that you constantly reward your employees who do well on a consistent basis! As a manager. i think i would value consistency very much from my employees. If they are a consistently high performing employee it does no good to harass them on the one of two days they do not perform well. I think this is ineffective and a counterproductive tactic because it can discourage that employee, make them feel as though their consistent performance is not appreciated, and can therefore create a subtle resentment towards their manager. I think it is better to focus on the employees who are not performing up to standards.

    Positive Outlook
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