FICO reviews about "manager"

Leadership has been declining for years, especially in GTS. The TOP GTS leaders have developed an abysmally poor reputation among employees due to repeated poor decisions — for example, approving heavy investments in data centers only to shut them down a few months later. It’s frustrating to see so much money wasted with no foresight or accountability. There’s also an excessive number of senior directors, directors, and managers who contribute little to actual work but somehow remain untouched during every layoff. Meanwhile, dedicated technical staff are the first to go. Instead of addressing the leadership problems and bloated management layers, the company continues to outsource jobs to Mexico and India. If you’re considering a position in the U.S., be cautious. Job security is weak, morale is low, and leadership seems more focused on protecting themselves than supporting their teams.

Company gives permanent remote work to all the employees except for bangalore employees. There is constant harrasment by HR VP to come to office thrice. Even when my manager was not fully in support, he was forced to force team. They make you take call in US hours and expect to come to office in morning. Exceptions are given to only sr management folks.

you bear the brunt of growing pains around old work philosophies and new markets.

Very Strict Hybrid WFH Policy. Frequent layoffs Not much growth in career Manager level nasty office politics Poor Insurance Policy and TPA support Forcing employees to attend Office.

HR is very dominant and worse when its comes with work policy , its hybrid in FICO and HR often checks the swipe in /out ,timings and send mails to US counterparts and create issues , its very weird managers sitting in US and working remotely ask us ( indians ) to visit office 3 days per week managing the worst traffic and all this is because of the dominant HR and their policy few US managers are very arrogant and event though we update that in GLINT survey, nothing is chaning very low appraisal

A culture where “buttering” or favoritism seems to outweigh actual performance when it comes to hikes and promotions. Instances where certain individuals receive promotions within a year, raising questions about fairness and consistency. Performance evaluation not always aligned with real contributions, but rather personal rapport with managers. A hire-and-fire approach that creates job insecurity — with layoffs reportedly happening around October each year. HR processes that lack transparency and support, including pressure situations around resignation handling. Lack of clarity and consistency in performance bonus distribution — often leaving deserving employees unrewarded. Leadership gaps where managers tend to centralize knowledge and control rather than empowering the team. Limited recognition for genuine hard work, leading to low morale among sincere contributors. Communication gaps between management and employees, especially during critical decisions. Growth opportunities not equally accessible to all team members.

Unrealistic expectations with greenfield accounts Timelines aggressive Managers run free/don't care to have line-of-sight to reports