Pros
Benefits - 15% MRP contribution, 6 and 3 months of paid maternity and paternity leave, Education Assistance Program, low healthcare cost for the best healthcare providers. Associate development and training. Access to Intellectual Capital and some bright colleagues. You work alongside some of the most talented and brilliant individuals, and it is even more noticeable when you look at associates at other firms. Our sales force is the cream of the crop and even some internals blow external wholesalers at other firms out of the water. Competitive compensation, but becoming more in line with the rest of the industry.
Cons
Capital Group use to be the place everyone wanted to work at due to its culture, long-term approach and history of taking care of it's associates. With the change in leadership and structure the sales Career has become linear in progression and can be capped if you do not desire or get the chance to go into an external sales position. There are other roles in the organization that you can take but it could lead to a cap in your professional growth. An alternative route is being a site sales manager, but this role is more of an order taker and order distributor role than a decision maker role. There are currently some incompetent and out of touch managers in place who are only there to collect a paycheck and weren't previously actually excelling in the roles of the associates they manage. They recently demoted managers who had the lowest tenure and were out of touch with the business, and even promoted some outward to flush out the fluff and incompetency, but it is still to be seen how this will affect the organization, and there is still more trimming that can be done. DE&I has become a check the box exercise where managers are explicitly told behind closed doors that their next hire has to be a diverse candidate, even if they are not truly qualified. The company goes for the two immediate visual characteristics that can be seen as Diverse - Sex and Color. This has led to poor hiring of under qualified associates, and excluding talented individuals who have earned the right to be promoted into roles that they would excel in. Lack of location Flexibility - the firm is globally requiring associates to go into the office 3 days a week due to the value they see in "team collaboration" but it's really a way of holding accountable underperforming associates, who do not work well from home. As a result of management not holding individual under performers accountable, the rest of the associates are punished. Finally, much of our new talent in decision making roles are coming from competitors like Vanguard and BlackRock and the culture that once made Capital Group different is vanishing. We are becoming BlackRock/Vanguard 2.0