At Capital One Financial Corporation, 89 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 2328 employee surveys, with a 90% confidence level and a margin of error of ± 1.66. It was published on May 30, 2018. 87405 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
94%
 
I'm proud to tell others I work here.
92%
 
I am able to take time off from work when I think it's necessary.
90%
 
People celebrate special events around here.
90%
 
Management is honest and ethical in its business practices.
90%
 

What They Do

We asked Capital One Financial Corporation to explain what they do. Here is what they had to say.

We’re building a leading information-based technology company. Led by our Founder, Chairman and Chief Executive Officer Richard D. Fairbank, we’re on a mission to hire top talent and help our customers succeed by bringing ingenuity, simplicity, and humanity to banking.

About this Company

Website: www.capitalone.com Industry: Financial Services & Insurance
US Headquarters: McLean, Virginia, 22102 US Sites: 765
Major Locations: Richmond, Virginia; Plano, Texas; Wilmington, Delaware; Chicago, Illinois; New York, New York; New Orleans, Louisiana; San Francisco, California; Seattle, Washington; Las Vegas, Nevada US Employees: 42,685
US Revenues: $25,837 million Worldwide Revenues: $27,237 million
Employees Worldwide: 49,300 Corporate Structure: Public
Stock Symbol: COF Founded: 1994

Capital One cafeteria - one of the many onsite amenities

Perks and Programs

We asked Capital One Financial Corporation to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Workspaces Reflect Our Culture: Our workspaces are designed to reflect our culture: innovative, inclusive, and flexible. Our teams move at the speed of technology, powered by unique perspectives from diverse backgrounds, and empowered to work when, where, and how they need to succeed. By creating the physical space to operate for all workstyles—from large collaborative teams to quiet solo thinking and in between—we promote balance and empower associates to embrace their preferred method of productivity and innovation. Our Workplace Strategy is constantly evolving -- incorporating new best practices and feedback from our associates. In 2016, Capital One created the Work Environment Survey, a tool to gather trends and insights from thousands of full-time professionals across all industries and job types to see what they want to see and experience in their workplace environments. Capital One’s Workplace Solutions team used the responses to inform their strategies and provide valuable data to the industry.
  • Making Health and Wellness a Priority: Capital One associates have options and support when it comes to healthy living. Onsite fitness centers (complete with fitness trainers); health and activity team challenges; healthy food options created by chefs to meet dietitian-approved criteria; weight management discounts; and cash incentives up to $350 annually for healthy lifestyle choices are just some of the things available to them. Wanna ride a bike around campus between meetings? We’ve got those on two of our campuses too. The Bike Share Program was launched to inspire healthy living and creativity among associates. With bike stations conveniently located across campuses, West Creek and Plano associates now have the freedom to grab and go - whether cruising to a meeting or simply getting some fresh air!
  • Kicking Back to Celebrate: Teamwork and success are celebrated at Capital One. That goes for once-in-a- lifetime achievements like our associates in New York who completed the Armory NYC Indoor Marathon, a volunteer running event, and everyday victories like helping a customer understand their account. People are encouraged to unwind and sing “Happy Birthday” to coworkers in the office, enjoy a lunch with teammates in honor of a promotion or write congratulation notes in a teammate’s digital anniversary yearbook. Many teams have designated fun squads that do things like bring out the weekly snack cart as an afternoon pick-me-up. Larger events throughout the year include awards celebrations, heritage month celebrations (e.g. Black History Month, Women’s History Month, Pride Month), festivals, and cookouts.
  • Building an Inclusive Culture: We believe that diversity is a source of strength. It broadens and deepens our understanding of our customers and communities we serve, and enables innovative and insightful problem solving. We’re fully committed to fostering diverse talent across all levels and all roles and to fostering a culture of belonging, where every associate’s voice is heard and matters. We respect our associates’ many backgrounds and perspectives, and provide opportunities for associates to find common ground, share their unique insights and drive business strategy through their teams and through our BRGs. For example, we hold 100+ events throughout the year including Pride parades, “I’m Not Myself Today” mental health discussions and Iftar dinners. We believe that to reimagine money - to infuse simplicity, ingenuity and humanity into banking - we must harness the power of our collective wisdom. Only then can we truly bring our best for our customers and each other.
  • Giving Back to Our Communities: Capital One believes success is amplified when communities are healthy and thriving. Therefore, we place a high priority on community engagement. In 2017, Capital One associates were generous with their time and expertise, volunteering more than 400,000 hours of service to communities and charities across 33 states. Approximately 66% of Capital One associates volunteered last year, more than twice the national average. Through our Future Edge program, we’re providing $150 million in community grants and initiatives over five years that help people get ready for tomorrow, today. We believe education is essential to unlocking one’s potential. With the right skills, knowledge, and drive, everyone can have a lifetime of success. Capital One is collaborating with leading educational and community organizations across the U.S. to address areas of critical need that impact individuals’ current and future ability to grow and prosper.
  • Elevating Women Technologists: Our Women in Technology Business Resource Group’s mission is to accept nothing less than an inclusive environment in Technology that is approachable and welcoming to all. Engaging deeply in the technology community is essential to attracting the digital talent we need to reimagine money for our customers and inspire life. So, in the last year we once again sponsored the Grace Hopper Celebration of Women in Computing® conference – the epicenter of women in Technology– Women Who Code, Girls Who Code, Hour of Code, Anita Borg Institute, and many other organizations. We were also a primary sponsor of SXSW, hosting fireside chats, demos, social events and concerts. As we move through this year into 2019, we’ll be focusing on creating bigger events in the locations of our Women in Technology chapters.
  • Enhanced Family Planning Benefits: Taking care of our associates and their families is our top priority, and we know that families come in all shapes and sizes. That’s why in 2017 we expanded our adoption and added surrogacy reimbursement benefits. Our associates who choose to expand their family through a surrogate or adoption, can be reimbursed up to $35,000 per surrogacy arrangement or adoption. We also offer coverage for treatment of infertility and coverage available for same-sex couples and single females for fertility. And for our new moms, Capital One has partnered with Milk Stork, the first breast milk home delivery service for breastfeeding moms during business-required travel. Milk Stork provides our working moms with everything they need to express a day’s supply of fresh breast milk home to their babies.
  • Great People Leaders: We’re building a world-class growth and development culture. We believe every associate deserves a great manager so we’ve developed several programs to support leadership development including: •101: People Leader Fundamentals (PLF) is a cohort-based, multi-month program designed to support Capital One people leaders improve at connecting with their associates, investing in their associates’ development, and invest in their own development as leaders. Our goal is to have all people leaders who have been in role a year or less attend this experience. •201: Advanced People Leadership continues the development journey focusing on vertical and horizontal relationship connection, communicating and inspiring vision and followership, and how to lead through change. •301: Transformational Leadership participants will learn how to model great leadership, authentically define and inspire the future, disrupt and are catalysts for change.
  • Preparing for Day 1: We’re sensitive to the fact that we’re hiring people, not just adding to our workforce. And we know that starting a new job can feel like a mix of excitement and anxiety about what to expect. That’s why we offer an onboarding experience that ensures that this transition is welcoming and seamless. When a new hire enters the room on Day 1, they pick up an iPad and take part in an interactive, learning experience that is reflective of our tech culture and enables them to personally connect with our mission and our values. New associates learn about our commitment to Diversity, Inclusion and Belonging. They also take part in a digital, self-guided learning experience that explores our evolution and future. Our Technology team and its enhanced process make it possible for most associates to leave class equipped to be productive immediately with laptops and access to systems they need.
  • Supporting Our Military Associates: Our organization actively supports military veterans and their families, particularly with professional training and transition assistance. Examples: •Hiring: We want to be sure that veterans and military spouses who want to work here can find the right jobs. We have dedicated military recruiting specialists and an online tool that help military candidates translate military experience into corporate experience. •Military Leave: Full-time U.S. associates who are enlisted in a branch of the U.S. military are eligible for differential pay for active duty if they’ve returned to work after being called up and pay for military training. •Military New Hire Transition Program: Designed to assist newly hired military personnel become successful at Capital One. A suggested program flow, including meeting with a military mentor and learning about our culture, was developed to guide new associates through their first 6 months.

COMPENSATION BY THE NUMBERS

83% Company-paid health coverage for employees 74% Company-paid health coverage for dependents
20 hours Weekly hours required for part-timers to receive health insurance $3,281 Average Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Employee stock purchase plan (ESPP)
Our workspaces are designed to reflect our culture: innovative, inclusive, and flexible.

WORK-LIFE BALANCE BY THE NUMBERS

27 days Paid time off after one year of full-time employment 16 days Paid time off after one year of part-time employment
22 Days Paid time off as of first day of full-time employment 12 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Telecommute option
  • Job sharing
  • Compressed work weeks
  • Subsidized On- or Off-site Fitness
  • Medical facilities (at some locations)
  • Onsite Amenities (concierge services (including car wash, dry cleaning) in select locations package and mail services fitness centers weight management programs onsite ATMs/banking bike share programs at campus locations subsidized cafes and/or open vending markets coffee/tea service nursing mother rooms art program mindfulness, treadmill and health rooms at some locations)

FAMILY CARE BY THE NUMBERS

90 days Job-protected maternity leave (including FMLA/STD) 85 days Fully-paid maternity leave (does not include personal vacation or paid time off)
90 days Average length of maternity leave new mothers take40 days Job-protected paternity leave (including FMLA)
40 days Fully-paid paternity leave (does not include personal vacation or paid time off)40 days Average length of paternity leave new fathers take
$35,000 Adoption benefit40 days Job-protected parental leave for adoptive parents (including FMLA)
*Not all employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

Environmental Sustainability Office Lead Leads environmental impact team Third-Party Conducted Environmental impact audit
35 LEED certified building(s) Yes Renewable energy program
Yes Carbon offset program Yes Recycling program

Diversity

  • Chief Diversity and Inclusion Officer oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Speakers of English as a second language; Employees reentering the workforce
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
By creating the physical space to operate for all workstyles—from large collaborative teams to quiet solo thinking and in between—we promote balance and empower associates to embrace their preferred method of productivity and innovation.

DEMOGRAPHICS

 
Some of our associates taking a relaxing yoga break at Earth Fest at our Plano campus

How to Get Hired

We asked Capital One Financial Corporation for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Capital One is #101 on FORTUNE 500 but we think like a startup and we’re determined to reimagine banking. We’re looking for candidates who show deep intellectual curiosity, have the courage to challenge the status quo and obsess creating intuitive, effortless experiences for our customers. Our associates thrive in an environment that encourages collaboration and openness, and we’re seeking those who are excited to bring forward their unique perspectives to help solve problems. We believe that differences of backgrounds and experiences add value to our business and that inclusion drives innovation.

What can prospective employees do to get your attention?

Show us your passion for problem solving and drive to try new things in a fast-paced, ever changing, tech-forward environment. When associates are learning and innovating, they’re unleashing their potential and delivering transformational experiences for our customers, communities and each other. Authenticity is key. We want our associates to bring their whole selves to work. There’s more to people than what’s listed on a resume. Show us an entrepreneurial mindset – we love big thinkers who display curiosity and a sincere desire to grow, learn and be part of a team whose collective efforts are working to reimagine an industry. If they have a positive attitude, show commitment to helping others and are inspired by the role and our mission to infuse ingenuity, simplicity and humanity into banking, they’ll have a strong foundation for success here.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We have digital and technology roles open across the company including positions like software engineers, data scientists, cyber professionals, designers and product managers to help advance our technology journey. We’re also looking for operations and customer advocate associates with our expanding and innovative Capital One Cafes.

What should interested candidates do to find out more and get started?

We welcome prospective candidates to get to know Capital One through our extensive online presence (e.g. Twitter, Facebook, Instagram and LinkedIn) where they’ll find photos, videos and stories that bring Capital One’s culture and experience to life. We’re active in the technology community and have a strong presence at important events across the country. Our team also appears in person at career events and conferences all over the country to connect directly with candidates. Candidates who are interested in applying can easily begin the application process online via our Careers site or Campus Careers site, which includes tools to help them find opportunities that best align to their unique skills and experiences.

hiring Outlook

26% New hires by employee referrals 800 Recent graduates hired
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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