Good culture, low pay.Apply every 2-3 years internally. - AVP-Analyst TD Employee Review

4.0
Jun 15, 2022
Recommend
CEO approval
Business Outlook

Pros

Nice culture. A bank like JP Morgan would abuse you in general, where in general most positions at TD in the corporate office are geared towards the 40-hour-a-week crowd. So a good work life balance.

Cons

If you don't apply for higher positions every couple years they will leave you for dead. You will never get promoted useless you have a plan to apply internally. Your manager would keep you in the same job forever if you were stupid enough to fall for it. However... If you tell your Manager you want to apply internally after 2 years. And repeat this methodology every 2-3 yrs you'll be a SVP fast. Higher ups won't stop you. So don't let them trick you into a dead end job. Apply for a higher position internally ever 2 to 3 years and you are set.

Explore other reviews about TD

5.0
Jul 18, 2026
Recommend
CEO approval
Business Outlook

Pros

Excellent company culture, good work life balance, good benefits, good management, uppward mobility

Cons

Can be times of high pressure and juggling of tasks

1.0
Jul 7, 2026
Recommend
CEO approval
Business Outlook

Pros

Wish there was some to share.

Cons

Working in Talent Acquisition here was one of the most frustrating experiences of my career. The culture felt incredibly toxic, with management frequently creating an environment where employees’ concerns were dismissed or reframed in a way that made them question their own experiences. Communication lacked transparency, expectations changed constantly, and support from leadership was minimal. Hiring decisions often felt inconsistent, with factors outside of merit seemingly carrying more weight than skills and qualifications. As someone in TA, that made it difficult to feel confident in the integrity of the recruitment process. Management created a culture of fear rather than collaboration. Feedback was rarely constructive, accountability was one-sided, and employee well-being did not appear to be a priority. Morale was consistently low, turnover was high, and it was difficult to see a path for growth.

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