USAA reviews

Substandard pay (around 70 to 85 percent pay range for 110% expected work) Different standards are held across the same position; some managers more strict than others I was terminated just before the holidays (no empathy)

For a company that prides itself on delivering exceptional member experiences, you’d expect USAA to extend the same care to its employees—especially those bringing in fresh perspectives from outside the organization. Unfortunately, it’s quite the opposite. The culture is insular and resistant to change, driven by long-tenured leaders who have spent their entire careers at USAA and operate in an echo chamber. External hires with deep experience at other insurance companies are routinely dismissed, marginalized, or micromanaged out of contributing meaningfully. Innovation is talked about often but practiced rarely—unless it fits the narrow worldview of the leadership team that’s been in place for decades. Bringing in new talent is pointless if leadership isn’t willing to listen, evolve, or let go of outdated thinking. If you’re a seasoned professional hoping to make an impact, you’ll find your ideas ignored, your experience undervalued, and your voice silenced. Until USAA realizes that treating employees with respect, openness, and trust is foundational to delivering on its member mission, nothing will change—and great talent will keep walking out the door. This is especially the case for anyone on the Modernization team in P&C where you have senior leaders who all they know is USAA and lead with fear and draconian leadership styles. Good luck to you all.