Pros
Honestly, the only positive was leaving. Some colleagues were competent and tried to make the best of a bad situation.
Cons
Misleading Interview Process I was told my skills and input would be valued—this was far from the truth. Contributions were routinely dismissed, and basic tools like Adobe were denied. My manager, promoted for tenure and compliance rather than competence, lacked interpersonal skills and frequently claimed he was “never wrong,” which crushed morale. No Structure or Accountability There were no formal training programs or SOPs. Priorities shifted daily, making it nearly impossible to complete tasks. Leadership refused to take responsibility for poor decisions, such as implementing an ERP system that didn’t align with existing processes. Any questioning of these decisions was met with defensiveness and blame-shifting. Remote Work Reversal & Poor Office Conditions Despite being promised one remote day per week, the CEO rescinded that option and mandated five days in-office—even for employees without nearby teams or adequate workspace. The Charlotte office was overcrowded, with insufficient restroom facilities. The decision appeared to be a strategic move to justify acquiring more office space and to push employees out. Outdated Technology & Competitive Disadvantage The bank is far behind its competitors in terms of technology and client offerings. Outdated systems are widespread, and based on what I saw, I wouldn’t trust them with my own assets. Leadership Failures & High Turnover The Director of my group lacked relevant experience and leaned heavily on personal relationships with executives to mask her shortcomings. She created unnecessary roadblocks to deflect from her lack of knowledge. Two senior managers with over 15 years of experience resigned within months of each other. HR and Onboarding Neglect HR was unresponsive and required multiple escalations to get basic support. New hires were treated like inconveniences. On my last day, I received no acknowledgment from my manager, the Director, or HR—I simply walked out at 2 p.m. Advice to Management Start by valuing your employees. Invest in proper training, modern tools, and leadership development. Stop making decisions that alienate your workforce and erode trust. Final Thoughts I was unhappy—but that unhappiness was a direct result of the toxic culture and bullying I experienced. First Horizon does not value its people. If you’re considering a role here, I strongly recommend waiting for a better opportunity.