Pros
DTCC is a company like no other. I have heard many people say the worse day at DTCC is better than the best day elsewhere. To have a great career there are a lot of factors you have to take into consideration. Sadly, many people fail to decode the unique culture which leads to a great and happy career. I hope my review will help you though I will intentionally leave out some of my secrets to what it takes to be successful. 1. Be a team player. There are more good people than bad at DTCC and most if not all of the bad came from other companies with a cut throat culture. If you are honest, hard-working and positive, your reputation will grow to which you develop the recognition needed for a lateral move or a promotion. 2. DO NOT BURN bridges no matter how bad a person may have been to you. 3. Think beyond your job responsibilities and understand how they fit into the big picture. It will make you stand out and placed into the select list of candidates who are eligible for the next level. As for the pros here they go. 1. Great pay- great bonuses. Even on a bad year, your merit and incentives will rarely be affected unless you broke one of the rules I mentioned above. 2. Great work life balance and management is very receptive to family first demands pending they can trust you getting the work done on time and you are not abusing their trust. 3. People don't want to leave because hands down, it's one of the best places to work (also a con and I will explain below). Work may be demanding, but it's fairly rewarded during compensation time. - All levels of management are approachable and warm. The CEO is not only genuine and funny but you can send him a direct message and he will respond to you. DTCC's open door policy is real and not just for show. -Company is trying to promote diversity on all levels in order to become more competitive. - even during layoffs, the process is fair and candidates get great severance packages. -401k is fully bested since day one, even though the match is lower than most companies.
Cons
-People don't want to leave. I mentioned as a pro above but it becomes a con if you are trying to get one of the few opportunities for advancement at or above Director level. -Any mistake you made, no matter how far back will be held as a reason for not getting a promotion. You would have to work very hard and develop sponsors in very powerful positions to overcome them and beat out other candidates with clean slates. -Mike Bodson's push for diversity is lost in the ranks as Middle Management is fearful of taking the risks, especially when promotions are rare and highly visible. Middle Management rather use someone who they are comfortable with, who in most cases delineates from the DNI goal, rather than taking risks. -Constructive criticisms are rarely given. People will not tell you about your shortcomings but use it against you during hidden conversations about your future. Which brings me to my main point, Management needs to focus more on talent development when they see a diamond in the rough.