Low Morale - Engineer Texas Capital Employee Review

1.0
Sep 12, 2022
Recommend
CEO approval
Business Outlook

Pros

Pay was decent. Co-workers were great.

Cons

Senior management can't relate to employees very well. Lots of obvious signs of favoritism as certain employees were treated better than others. I was hired with the company with the expectations to help them to build out a specific program only to be blind-sided by my VP and told that a newer employee was being "promoted" on our team with almost no experience in the field at all. I have multiple certifications and years of experience in my field compared to the other employee who was only moved up because he did an exceptional job in a different role in the eyes of the senior management team. Did not approve of the fact that our team was not told in advance about the decision to promote someone prior to the announcement to the entire department. The VP has the right to choose who he wants, but he should have been more thoughtful and considerate of other people on the team so we could evaluate this person equally just like other external candidates who applied. The new person in charge of the team only care about "power" and "control" of the team. He belittled certain members of the team who were "minorities" and did not respect them the same way as other peers. I ignored all the reviews on here, and that was a big mistake. I never should have joined this company. It was a complete and utter waste of my time. I'm now with a company that values my skills and sees me as an asset to their team.

Explore other reviews about Texas Capital

5.0
Apr 23, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Pays well for hard work

Cons

Nothing it is a great firm

1.0
Mar 5, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Some talented engineers and team members who try to do the right thing despite constant organizational friction.

Cons

The technology organization suffers from a lack of strong engineering leadership and accountability. Managers often avoid making firm technical or project decisions, which leads to shifting priorities and unclear direction. When initiatives struggle, responsibility is frequently pushed downward onto engineers rather than addressed at the leadership level. There has also been noticeable turnover across engineering teams while leadership continues pushing a model where only a small number of onshore “lead engineers” remain while much of the development work moves offshore. In practice this creates bottlenecks where engineers complete work during normal hours but cannot move code forward until offshore teams review and approve pull requests. Leadership has also introduced initiatives without realistic planning. When internal AI tooling was introduced, expectations around productivity were abruptly changed (for example, reducing story point estimates under the assumption AI would accelerate development). At the same time, engineering resources were directed toward building an internal AI assistant that largely functions as a wrapper around existing models while higher-priority platform work remains under-resourced. Culturally, the environment can feel dismissive toward engineers. Turnover remains high, concerns raised by teams are rarely addressed, and negative feedback about the organization has been consistent for years without meaningful change from upper management.

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