BECU reviews

Old school, slow-moving, beauracratic decision making that focuses on leaders as the brains. Very hard to move up.

Within the Technology organization, there is growing concern regarding the consistency and transparency of hiring and promotion practices following the 2023 CTO transition. Over a relatively short period, the composition of senior leadership changed significantly, with a large percentage of new hires and promotions appearing to originate from overlapping professional networks, referral pipelines, or ethnic background. There is perception that advancement opportunities increasingly favored candidates connected to existing leadership circles, raising concerns about whether hiring standards and evaluation processes are being applied consistently across Tech. As these leadership changes cascaded through reporting structures, teams became increasingly homogeneous in background and prior affiliations. This contributed to employee concerns about reduced diversity, diminished internal mobility, and the potential for affinity bias in hiring and promotion decisions. The resulting leadership composition also became noticeably less diverse over time, which contributed to perceptions of affinity bias and employees outside the dominant leadership network can appear sidelined in promotions, influence, and career growth opportunities, contributing to a perception of favoritism and inconsistent standards. As leadership composition became noticeably less diverse, the corresponding teams become less diverse as well.