CapTech reviews

Leadership in the office is poor. The show and talk often seem good, but leadership is best described as fraudulent. Unless you are comfortable being a sycophant, be ready for excessive politics and having to deal with highly manipulative and toxic behavior. Some examples include narcissistic motivations, ego driven decision making, impulsive reactions, bullying, and gaslighting. Some leaders will take credit for business someone else developed and sold if it can advance their own interests. I’ve witnessed an office leader viewing You Tube gaming videos during team reviews of pending client presentations and pitches. Colleagues are routinely bad mouthed by leaders when outside the office. The adage, “people don’t leave companies, they leave bosses” is true here. Turnover is high and was high before COVID-19. A large percentage, if not a majority, of senior managers and directors have short tenures; creating a deficit of continuity or consistency. Office growth does not sufficiently explain this. Transparency from leadership is lacking, but tremendous energy and lip service are expended to foster the perception of transparency. If leaders are being transparent, they shouldn’t have to constantly tell everyone how they are being transparent. “Well done is better than well said.” Servant leadership? For many leaders this means how do those around me serve my agenda, my schedule, and my benefit. The criticisms found in other reviews regarding promotions are accurate and fair. Every promotion cycle includes multiple “head scratchers” as to what criteria were applied to warrant that promotion. Favoritism is rampant. A strong majority of the work is higher end staff augmentation type. Salary is a little below average to average. Most of the time there is balance and flexibility between life and work. However, if you happen to have a super demanding client; you’ll be expected to grind out long hours to meet client demands. You won’t see much additional reward for doing so.

Captech is an amateurish, mid-sized consulting firm that doesn’t have any peers because they can’t compete with any firms outside of Richmond. They’re a small fish in an ocean. They bill themselves as an alternative to the big firms because their leadership is filled with uninspiring, tone-deaf, ex-big 4 consultants who couldn’t hack it in the other firms. Their pay is at the bottom compared with other firms. They go hard trying to sell their bonus structure during the interview process, but you soon realize the compensation package is subpar. On top of the low compensation, the unstructured promotion process has no verifiable guidelines and appears to be based more on cronyism than merit. Additionally, you’ll never get a real answer from leadership on internal work and how it contributes to compensation and promotions. The culture has steadily gone downhill in the past few years. Those who have the courage to bring it up are labeled by HR so it’s better to keep quiet rather than be alienated. They talk about belonging like it’s been a cornerstone of their existence but, in reality, they had little to no diversity and inclusion efforts before 2020. Since then, they pay lip-service to it and run with a D&I playbook that looks like HR did an internet search on “how to be diverse.” If you read through other reviews, you’ll see that most of what I mentioned are consistent themes that are never addressed by HR leadership. They’d rather convince themselves that it’s just “disgruntled” employees than pull their heads out of the sand and try to fix the issues. Great companies and leaders recognize faults and address them, CapTech fails miserably.