Capital One’ Performance Management System

[Anonymous]

My spouse isn't concerned about it. Director level. Bonus was about $45 K including some stock that I don't totally understand. But I'll take it!

[Anonymous]

Anonymous wrote:My spouse isn't concerned about it. Director level. Bonus was about $45 K including some stock that I don't totally understand. But I'll take it!

Haha. I totally don’t understand the stock either, with some sort of weird 3-year vesting or something. I don’t even try to understand, but it’s turned into a pretty substantial portfolio.

[Anonymous]

Anonymous wrote:

Anonymous wrote:My spouse isn't concerned about it. Director level. Bonus was about $45 K including some stock that I don't totally understand. But I'll take it!

Haha. I totally don’t understand the stock either, with some sort of weird 3-year vesting or something. I don’t even try to understand, but it’s turned into a pretty substantial portfolio.

3 year vesting for stock is not weird! The point of giving an employee stock is so they are directly tied to the company performance over a longer time period. 3 years is consistent with other financial institutions.

[Anonymous]

Anonymous wrote:For those of you who work (or worked) for Capital One: Would you have taken the job if HR had told you about their archaic performance management system?

Absolutely not.

HR on pre hire did not tell the truth.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:My spouse isn't concerned about it. Director level. Bonus was about $45 K including some stock that I don't totally understand. But I'll take it!

Haha. I totally don’t understand the stock either, with some sort of weird 3-year vesting or something. I don’t even try to understand, but it’s turned into a pretty substantial portfolio.

3 year vesting for stock is not weird! The point of giving an employee stock is so they are directly tied to the company performance over a longer time period. 3 years is consistent with other financial institutions.

Calm down. I’m joking. I just don’t care enough to know all the details.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:My spouse isn't concerned about it. Director level. Bonus was about $45 K including some stock that I don't totally understand. But I'll take it!

Haha. I totally don’t understand the stock either, with some sort of weird 3-year vesting or something. I don’t even try to understand, but it’s turned into a pretty substantial portfolio.

3 year vesting for stock is not weird! The point of giving an employee stock is so they are directly tied to the company performance over a longer time period. 3 years is consistent with other financial institutions.

Calm down. I’m joking. I just don’t care enough to know all the details.

Yeah, who wants to get bogged down in the details of your financial future, especially something complicated like stock grants!

Oh my...

[Anonymous]

Just curious what is a VP bonus over there? Someone wants me to interview

[Anonymous]

Anonymous wrote:For those of you who work (or worked) for Capital One: Would you have taken the job if HR had told you about their archaic performance management system?

Hahahahahahahahahaha.

Clueless entitled millenial -- welcome to the private sector, where results matter.

[Anonymous]

Anonymous wrote:

Anonymous wrote:For those of you who work (or worked) for Capital One: Would you have taken the job if HR had told you about their archaic performance management system?

Hahahahahahahahahaha.

Clueless entitled millenial -- welcome to the private sector, where results matter.

I had same issue with my staff back between 2009-2013. We gave a higher bonus than any company. But 50 percent was in stock with three year vesting. They wanted it now. Of course. Neither even needed money to tell you truth. One was single living at home, one was dual income in a condo with husband. They worked for me for five years. Even though the equity piece went wild, I mean it always doubled since stocks were flying up they complained. My final issue they actually complained their bonus was bigger than salary now so one asked for a raise as she was now used to spending the huge bonus when it comes due and what if it stops if market falls.

Their 50 year old self will look back at their 27 year old self and go WTF.

[Anonymous]

I had same issue with my staff back between 2009-2013. We gave a higher bonus than any company. But 50 percent was in stock with three year vesting. They wanted it now. Of course. Neither even needed money to tell you truth. One was single living at home, one was dual income in a condo with husband. They worked for me for five years. Even though the equity piece went wild, I mean it always doubled since stocks were flying up they complained. My final issue they actually complained their bonus was bigger than salary now so one asked for a raise as she was now used to spending the huge bonus when it comes due and what if it stops if market falls.

Their 50 year old self will look back at their 27 year old self and go WTF.

Bolded section should NEVER have entered your brain. Get some training, or get out of management.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:My spouse isn't concerned about it. Director level. Bonus was about $45 K including some stock that I don't totally understand. But I'll take it!

Haha. I totally don’t understand the stock either, with some sort of weird 3-year vesting or something. I don’t even try to understand, but it’s turned into a pretty substantial portfolio.

3 year vesting for stock is not weird! The point of giving an employee stock is so they are directly tied to the company performance over a longer time period. 3 years is consistent with other financial institutions.

Calm down. I’m joking. I just don’t care enough to know all the details.

Yeah, who wants to get bogged down in the details of your financial future, especially something complicated like stock grants!

Oh my...

I can assure you our financial portfolio is just fine. I’ve got my own investments to focus on.

[Anonymous]

Anonymous wrote:

Anonymous wrote:For those of you who work (or worked) for Capital One: Would you have taken the job if HR had told you about their archaic performance management system?

Hahahahahahahahahaha.

Clueless entitled millenial -- welcome to the private sector, where results matter.

No one with this cringey attitude would ever even get hired much less succeed at capital one, where they aggressively promote high performers and therefore your boss is quite likely to be a “clueless entitled millennial” who’s much younger than you

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For those of you who work (or worked) for Capital One: Would you have taken the job if HR had told you about their archaic performance management system?

Hahahahahahahahahaha.

Clueless entitled millenial -- welcome to the private sector, where results matter.

No one with this cringey attitude would ever even get hired much less succeed at capital one, where they aggressively promote high performers and therefore your boss is quite likely to be a “clueless entitled millennial” who’s much younger than you

To the PP who said clueless millenial...you do realize a good chunk of them are now director level, right?

[Anonymous]

Anonymous wrote:Just curious what is a VP bonus over there? Someone wants me to interview

If you get offered the job. Read your benefits package carefully. Extremely carefully.

Know that VP's on the tech side have been gone about every 6-9 months. Lots of restructuring and bad managers.

[Anonymous]

Anonymous wrote:Just curious what is a VP bonus over there? Someone wants me to interview

Depends on org a bit but generally

Manager : $20K
Sr Manager: $45K
Director: $80K
Sr Director: $150K
VP: it’s up to your negotiation but $200-$300K is normal