It's ok - Mortgage Customer Service Representative Flagstar Bank Employee Review

3.0
Oct 6, 2021
Recommend
CEO approval
Business Outlook

Pros

Lunch room inside of facility and Café with great customer service.

Cons

Company has an enormous learning guide with over 1000 pages. It's not simple to learn everything, you are forced to call their helpline if you run into a situation and cannot figure out a solution for the customer. The helpline can be a little rude at times. I would suggest that they make their guide simpler, so workers can be confident with the information they're sharing. Another experience Ive had, was starting in the beginning I wasn't seated with the rest of my team. Instead I set on an opposite floor, which means I wasn't included in a lot of information, Unless my supervisor came upstairs to tell me. Soon after, I learned my supervisor was handing me off to a new supervisor. The new supervisor never introduced herself. She walked passed my multiple times and stated that she would introduce herself when the time comes, because she was unsure if I was in her team. This company has potential but in 2019- 2020 it lacked a lot of what I was looking for in a career.

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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