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CyberSource President & CEO Michael Walsh
Michael Walsh
11 Ratings
  • Helpful (3)

    Racist, obnoxious exec team let petty, lazy, incompetent middle management reign supreme in a high political environment

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Product Support Engineer in Reading, England (UK)
    Former Employee - Product Support Engineer in Reading, England (UK)
    Doesn't Recommend
    Positive Outlook
    Disapproves of CEO

    I worked at CyberSource full-time (More than a year)


    Good benefits package, good equipment, modern office with good facilities, good name to have on CV, easy to get by / be anonymous if you keep a low profile (if that's what you are looking for)


    There is a general anti-European sentiment in this US run Visa Inc acquisition business. Executive level employees think it's appropriate to publicly mock and scapegoat European nationalities in company wide meetings where HR and other senior management sycophantically pander the insensitive, careless, offensive ramblings of an out-of-touch executive team. Most US employees talk down to any non-American colleagues. This filters down to middle management who have an appalling attitude in dealing with the diversity in the people they employ. Petty, hypocritical, deceitful managers constantly play games with each other and their subordinates. They lie to people in interviews about the jobs they are recruiting for and they force senior personnel interviewing with them to employ similar tactics. Middle management are allowed to run riot, constantly infighting, exhibiting favouritism / undue bias to friends and family, taking credit for other people's work after creating competitions between departments, awarding promotions and bonuses not based on performance but to those who will support and aid their personal career progression. Managers will come into work intoxicated, unfit for work, gamble online whilst at work (circumventing company security measures), spend the day playing games or films on tablets, having sexual intercourse in the toilets, hitting on employees, creating rumours about colleagues, using HR procedures to attack "rival" managers, bullying people into submission or managing out anyone who did not silently allow them to go about their business. HR are incompetent and allow this to occur as they are employed to support management and not all employees. Management also coerce their subordinates into breaking company policy so that they can later use this as leverage to forcibly eject employees if needs be. HR will maintain face by sending managers on training courses when these issues are reported but there is no evidence of incompetent managers being handled in the ways most befitting. HR are still struggling in such a corporate environment, after coming from a smaller business, and hold exit interviews in public places, prohibiting the use of the company or parent company's name in public in order to intimidate exiting employees. Additionally, upon discovering that exiting employees have a reason to possibly sue or make their practices public knowledge, they attempt to bribe individuals with financial "assistance" when leaving the company. HR also selectively employ their procedures based on the pay grade of the employee in question; claiming to low-level employees that something is zero-tolerance and beyond their control but when the same indiscretion, or worse, is committed by a high-level employee, discretion is needed (as not all disciplinary procedures apply to executive level staff). There's a company joke stating the management are the mafia and when they make mistakes, they get promoted. Generally speaking, employees are financially motivated, meaning that they are driven by the metrics that define their bonus packages rather than real business needs or the conviction to do a good job and work collaboratively.You cannot blame individuals though as it's a company culture problem, which can only be controlled by the executive team. Managers compete in petty games for scarce resources under ridiculously stringent security mandates from the parent company who just do not understand the business that they bought, or software development. Middle management, most institutionalised since the start of the company, are not equipped to deal with the larger Visa Inc organism and consequently take political approaches to everything based off their own insecurities or ambitions. Staff are allowed to not do their jobs properly as long as they do not challenge management; anyone willing to denounce management will be bullied or "managed out"; practices which have the full backing of HR who facilitate and encourage this. The resources given to staff to do their jobs, with the exception of equipment, is not acceptable; training is poor, access to systems is poor, management support is poor and inter-departmental collaboration can be appalling. One individual can make little impact in such a monstrous business environment especially if they have the conviction to not play games and treat people fairly.

    Advice to Management

    Management: treat employees fairly; seek a meritocracy not the political anarchy which exists. A good manager works for his/her staff not him/herself. HR: consider working towards a culture that appreciates that a company is the sum of all its employees, not just the management tier. If you only listen and support one cohort of your staff, you will only represent one cohort of your staff and therefore will not serve the company, only part. US employees: educate yourself to the cultures that exist outside of the borders of the Americas; renounce the racist, xenophobic and ignorant attitudes you exhibit to your "foreign" colleagues. Executive team: appreciate that you no longer work for a start-up. It is not acceptable to air your personal views on race as if they were the views of the company. Stand accountable for your indiscretions; if you accidentally say something inappropriate, apologise; do not further exacerbate situations by creating "jokes" about your indiscretions and coercing others into propagating the "jokes". Get in touch with what your employees on the ground have to say; not what management say they say. Work on reducing the political culture so you can increase productivity and morale; do not hide behind the excuse of being part of a large corporation in order to hide your incompetence in managing company culture.

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