Texas Capital reviews

Benefits could use some improvement

Leadership often said the right things (e.g., encouraging boundaries, honoring work-life balance), but their actions didn’t back it up. When projects slipped, the tone quickly shifted to blame or unrealistic expectations—even when the workload had been clearly communicated in advance. Feedback culture is performative. When employees voiced concerns about workload, resourcing, or burnout, the response was often to turn it back onto the employee without real accountability at the leadership level. The constant turnover should be a red flag, but no meaningful reflection ever seemed to take place. When good people left, the conversation was usually swept under the rug. “Flexibility” often meant “you can work more on your own time.” It was hard to feel like rest or time off was truly respected. There’s a generational disconnect. Employees are expected to overextend themselves, while being told to "just speak up" if it’s too much—yet doing so rarely resulted in support or adjustments.