loan review analyst - Anonymous employee Flagstar Bank Employee Review

1.0
Jul 1, 2015
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Nice safe area to work in, Nice building, some departments allow you to cross train. Diverse group of employee's.

Cons

Have been going thru lots of upper management changes over the last few years. Company tends to hire a lot and twice a year go through big lay offs. Working for them as many years as I did I can say the management has more closed door meetings and they are not very transparent to their employees. You are working in a cubical world where it's frowned on to speak to your team members. The group I was in took away our desk phones because we had no reason to call anyone outside the building. They put phones at the end of the row for us to talk to the IT dept if we had computer problems. Like we were 3 year olds not to be trusted. You have to account for every minute of your 7.5 hour day (450 minutes) . If you can't then you will fail to meet expecting on your annual review Pay is also on the lower end of the scale in the industry.

Explore other reviews about Flagstar Bank

5.0
Feb 27, 2026
Recommend
CEO approval
Business Outlook

Pros

Very knowledgeable and helpful people who are experts in enterprise systems

Cons

N/A during my time with the company

2.0
Mar 10, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Benefits are decent. Average PTO

Cons

My experience with this company has been disappointing. Branch goals are unrealistic with no marketing or brand awareness to support the high goals and teams feel defeated. Senior leadership often communicates in a demeaning way, which has contributed to high turnover and declining morale. Despite emphasizing the importance of ‘hiring right,’ the President of Consumer Banking has cycled through three heads of Consumer Banking in just three years. The annual review process is long and drawn out (5 month process) and feels inconsistent and more like a popularity contest than a true evaluation of performance. Although the scale ranges from 1–5, employees are told that most ratings will fall in the 2–3 range, with 4s being rare and 5s essentially unattainable. The calibration process appears to focus more on filling predetermined rating quotas than assessing actual contributions. Employees are required to write their own reviews, which are then rewritten by leadership before being sent to HR for calibration. The final ratings often seem influenced more by internal politics than by merit. Annual increases are very minimal or zero. Overall, the environment lacks transparency, fairness, and genuine support for employee growth.

5
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