T. Rowe Price reviews

A pretty big disparity between those at the top and those at the bottom. This extends across all levels: pay, benefits, support, and opportunity for advancement. Those at the bottom seem to be held to a different standard which includes heavy micromanagement and overwork. You can guarantee if you’re too slow you’ll hear about it, however management/leaders are not held accountable when they take months to implement a small change or address an issue. Metrics drive everything to an infuriating degree to where that’s all I felt I was good for, killing my want to stay with the firm

Variety of programming languages includes some that need to go away. Too much effort and time spent in certain internally built tools. Some bad software consulting decisions. Too much reliance on contractors (with lower technical standards), and pressure to convert them when max contact time reached, as some teams rely too much on them. Have to go back to the office 3d/w as business wants tech to be in the office. Doesn’t matter that many teams are split across geographic locations. Year-end reviews start in July and suck up a lot of time. Overreliance on metrics and incentives. Instead of doing what’s best for the company at times we worry about visibility of individuals for the sake of reviews and promotions. A lot of legacy code and low-performing teams from before we improved our hiring process. Security restrictions, some of which are reasonable but some which seem like a lack of trust, hinder development. “Open Q&A” sessions are highly moderated and many reasonable but hard questions don’t make it past moderation to be voted on. Too many balls in the air. Seems like the business could be more innovative and take more risks. With restricted flexibility it seems that those approved for WFH might be seen as less committed. The company taking sides in political issues is getting concerning. It feels like people of certain religious or political persuasions are not welcome in management positions. It’s possible to move teams but we can do it more and better. Hard to move up (and yet, too hierarchical). A lot of employee surveys, but hard to tell if leadership listens or takes action based on them. Too often employees leave the company, whom I have worked with or known but from other teams, and I don’t know until long after they’re gone.