OneMain Financial reviews

I will first start with MONEY. I will give a specific example: I worked very hard and closed $106,305 in loans for one month. I earned a bonus of $315 for all that hard work. Do the math...that means I earned 0.29% commission on loans closed. ALMOST three tenths of one percent. That is rotten. MANAGEMENT - "I am a salaried employee so I don't have to work a full 40 hours per week." Verbatim what my manager told me. She would show up 2 hours late and leave early every Friday and take 2-3 hour lunches. The managers sales quota is much smaller because they have to do other "business related tasks." Salaried positions are not designed to work 30 hours per week, more like 50+. That would be the idea behind being a salaried employee. Not here. DISTRICT MANAGERS AND HR - Do not trust these people. They will stab you in the back as soon as they can. Employees such as myself, I was a branch account manager (BAM) are expendable and they will do what ever they can to bail out the Branch Managers. THE JOB ITSELF - After stepping off my soap box I will give you an idea of what you are actually doing. The job itself is horrible. You are forced to solicit the same group of people every month. So if you have a loan with OneMain Financial, you will get called 2-3 times per month and asked if you need more money. So you have to basically call the same group of people every month and see if something has gone bad in their lives so they need to borrow more money. You are doing loans for people between 25% - 28%. If you borrow $6,000 the customer will pay back about $11,500. Do you feel good about yourself doing loan for someone at that rate who is on a fixed income? Someone is getting rich and it isn't you. My advice, look for a better job with a more ethical company. They (CITI) has been trying to sell the company for the last 6+ years. It will come and you will lose your job.

- Brain drain due to poor management / bureaucracy . (Many Senior / Lead Engineers opted to leave the company during my 4 years there...leading to knowledge gaps and higher workloads for those who remained.) - Ongoing dept. restructurings consistently moving away from a "software culture" in favor of a business oriented culture. - Increasingly less focus on code quality / skill development / growth mindset, and more emphasis on bottom line deliverables and tight deadlines, measured by unrealistic "quantifiable metrics" (like Sprint Reports, OKRs, etc). - Too much time wasted in meetings. Every other week in the Sprint cycle there are 2.5-3 days of packed with back to back meetings, for teams to refine, organize, and write out tasks, acceptance criterea, and sprint goals, as a collective group in JIRA (which *should be the PM's main role, so the coders can focus on engineering). So every other week you'll be in meetings for three days straight from 9-5, and the remainder of the sprint you will be lucky to have days where youu only have 3-4 hours of meetings (most of which will be irrelevant to your work). - Dept business needs keep shifting in unpredictable directions and Engineers with niche specialties become expected to work within other code ecosystems, doing work that is foreign to their skillset, with little to zero support, or any resources given to be successful. Even if you ask your manager for help, I've seen many colleagues ignored, and pushed out / laid off for "lack of performance" in these scenarios. - Those who question management are reprimanded (not overtly, but marked and slowly and subtilely punished with fabricated "coaching plans" and denied bonuses)