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      BECU

      Engaged Employer

      BECU reviews

      A company that does not value its employees - Management BECU Employee Review

      2.0
      Jun 16, 2021
      Management
      Recommend
      CEO approval
      Business Outlook

      Pros

      Co-workers and managers you can trust, recruiting does a great job of hiring talented individuals. The benefits are good (but so are benefits across the whole financial industry).

      Cons

      After many years with this company I have come to realize that the organization as a whole does not have any interest in compensating employees fairly for the work that they do. People who promote internally are only valued to the extent that they will accept bottom dollar. Other banks and credit unions in the area pay substantially more and have comparable benefits. Compensation is designed to discriminate against women and minorities as they target the bottom of the barrel on compensation and it is up to the employee to push for more. Women and minorities statistically will negotiate less often, thus putting them at a systemic disadvantage. Senior management has very few minorities and most senior leaders are hired through personal connections rather than seeking talent through a diverse candidate pool. When reviewing the most highly compensated employees on BECU's 2018 public tax return (form 990), 16 out of 17 of the individuals on this list are white and 11 out of 17 are men. Between 2012 and 2018, the CEO nearly doubled his compensation and senior executives created unnecessary layers of management in order to promote themselves and substantially increased their compensation in the process. During this time, the company as a whole has only seen fit to increase new hire compensation for those at the bottom when they encounter extreme difficulty recruiting new talent. External hires are also compensated significantly more than internal hires for the same job. This is not an organization that believes in equal pay for equal work. Mid level managers actively attempt to squash any discussion of pay among employees (it is illegal to prevent this) in fear of others learning of the inequity among their peers. Many employees are currently seeking opportunities elsewhere because their concerns over compensation are ignored. This area is one of the most expensive in the country and a credit union that prides itself on caring for its community is unwilling to pay a living wage to its most dedicated employees.

      avatar
      BECU Response
      5y
      Thank you for your service to BECU and our members, and for taking the time to share your feedback. As an organization, diverse representation at all levels is one of our core goals, so we began reporting on BECU’s recruiting, hiring, retention, promotion and talent management. We also launched a new internal dashboard that employees can now use for updates on employee representation. In addition, we continue to work with an outside woman-owned vendor to conduct an annual review of our gender pay equity. While recent data has been favorable, we recognize that gender and racial pay gaps exist and are committed to addressing these disparities within BECU. To determine CEO and executive compensation, we look at total compensation levels for executives at regional banks, financial services and credit unions, and also engage an independent compensation consultant to provide a biennial review of relevant market data and recommendations. Our executive compensation consistently falls under the median, despite our strong performance among the best of the credit union peer group (credit unions over $1 billion in assets) and most other financial institutions. Information on our process for setting executive compensation is available online at BECU.org. As a credit union, we are focused on fostering an inclusive workplace that leverages our differences and recognize that we need to create additional opportunities to ensure more diversity is reflected at every level of the organization, including senior leadership and our executive management team. We understand that becoming a more equitable cooperative requires a long-term commitment, one that involves implementing more policies, practices and programs, and putting these structures at the heart of our strategic and business plans. Your comments have been shared with HR leaders.

      Explore other reviews about BECU

      5.0
      Mar 18, 2026
      Senior business systems analyst
      Recommend
      CEO approval
      Business Outlook

      Pros

      Self manage, managers don’t micro manage. Remote work. Great benefits. Good culture. Competitive pay.

      Cons

      There can be lots of changes when you’re hired.

      1
      avatar
      BECU Response
      3mo
      Thank you for sharing your feedback. It’s great to hear that you value the autonomy in your role, the trust from managers, and the flexibility of remote work. It’s also encouraging to see benefits, culture, and pay recognized as positives — those are important parts of the overall experience. We also understand your point about the pace of change, especially early on. Starting a new role can already be an adjustment, and navigating changes at the same time can add complexity. While change is often part of growth and improvement, your perspective is a helpful reminder of the importance of clear communication and support during those transitions. Thank you again for taking the time to share your experience.
      1.0
      May 19, 2026
      Information technology
      Recommend
      CEO approval
      Business Outlook

      Pros

      There are many employees who care about the mission, values, each other, and members.

      Cons

      Within the Technology organization, there is growing concern regarding the consistency and transparency of hiring and promotion practices following the 2023 CTO transition. Over a relatively short period, the composition of senior leadership changed significantly, with a large percentage of new hires and promotions appearing to originate from overlapping professional networks, referral pipelines, or ethnic background. There is perception that advancement opportunities increasingly favored candidates connected to existing leadership circles, raising concerns about whether hiring standards and evaluation processes are being applied consistently across Tech. As these leadership changes cascaded through reporting structures, teams became increasingly homogeneous in background and prior affiliations. This contributed to employee concerns about reduced diversity, diminished internal mobility, and the potential for affinity bias in hiring and promotion decisions. The resulting leadership composition also became noticeably less diverse over time, which contributed to perceptions of affinity bias and employees outside the dominant leadership network can appear sidelined in promotions, influence, and career growth opportunities, contributing to a perception of favoritism and inconsistent standards. As leadership composition became noticeably less diverse, the corresponding teams become less diverse as well.

      2
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      BECU Response
      1mo
      Thank you for taking the time to share your feedback. We appreciate your recognition of the many employees who remain deeply committed to our mission, values, members, and one another. Those connections are an important part of what makes the organization special. We also understand the concerns you've raised regarding hiring, promotion practices, and career growth opportunities within Technology. Perceptions of fairness, transparency, and equal opportunity can have a significant impact on trust and engagement. When employees question whether processes are being applied consistently, it’s important that those concerns are heard and thoughtfully considered. We will ensure this feedback is shared. Your advice around transparency, accountability, and independent review is noted. Building confidence in hiring and advancement processes requires ongoing attention and a commitment to ensuring employees feel opportunities are accessible, merit-based, and clearly communicated. Thank you again for sharing your perspective. Feedback like yours helps inform important conversations about culture, trust, and employee experience.
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