Make it happen - Anonymous employee Flagstar Bank Employee Review

5.0
Mar 4, 2018
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

If you have the creative attitude of an entrepreneur who wishes to make a difference in people's lives as if this is your own business, Flagstar is definitely the right place for you. The goals are steep but so are the rewards for achievement. Does your CEO know your name and the name of your spouse? Mine does. Does your department head know your career aspirations and why you are working where you do? Mine does. If you want an exciting challenge in an environment where things are always changing in an effort to improve then this is the place for you to call home.

Cons

Don't think about coasting or doing the bare minimum, you will get totally washed over with failure. Bring your A game and the company will reward you with greater responsibility and promotion . If you don't wish to take ownership of your office and what happens within it, I'd suggest you work someplace else.

Explore other reviews about Flagstar Bank

5.0
Feb 27, 2026
Recommend
CEO approval
Business Outlook

Pros

Very knowledgeable and helpful people who are experts in enterprise systems

Cons

N/A during my time with the company

2.0
Mar 10, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Benefits are decent. Average PTO

Cons

My experience with this company has been disappointing. Branch goals are unrealistic with no marketing or brand awareness to support the high goals and teams feel defeated. Senior leadership often communicates in a demeaning way, which has contributed to high turnover and declining morale. Despite emphasizing the importance of ‘hiring right,’ the President of Consumer Banking has cycled through three heads of Consumer Banking in just three years. The annual review process is long and drawn out (5 month process) and feels inconsistent and more like a popularity contest than a true evaluation of performance. Although the scale ranges from 1–5, employees are told that most ratings will fall in the 2–3 range, with 4s being rare and 5s essentially unattainable. The calibration process appears to focus more on filling predetermined rating quotas than assessing actual contributions. Employees are required to write their own reviews, which are then rewritten by leadership before being sent to HR for calibration. The final ratings often seem influenced more by internal politics than by merit. Annual increases are very minimal or zero. Overall, the environment lacks transparency, fairness, and genuine support for employee growth.

5
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