Movement Mortgage reviews about "leadership"

Bad leadership made me leave

• Toxic, inconsistent, and often incompetent leadership • HR functions as a shield for management rather than a resource for employees • Concerns raised in good faith are met with deflection, delay, or quiet retaliation • Performance standards shift depending on who you are and who you report to • Lack of accountability at the leadership level, despite heavy scrutiny of employees • Psychological safety is nonexistent once you question decisions or processes Leadership frequently fails to communicate clearly, document issues honestly, or apply standards consistently. Employees are praised one week and disciplined the next, often without explanation or prior indication of concern. The result is a culture driven by fear, confusion, and favoritism rather than competence or fairness.

The culture between sales and operations is not just imbalanced—it is consistently toxic and, at times, outright degrading. Operations is frequently treated as a subordinate function rather than a critical partner, with behavior from sales that can be dismissive, disrespectful, and demoralizing. This dynamic is widely known and quietly accepted as long as revenue numbers are being met. There is a clear “results over respect” mentality, where high-performing sales teams are rarely held accountable for how they treat others. Employees in operations often feel like they are set up to absorb pressure from all directions while receiving little recognition or support. When issues arise, the default response can feel like blame rather than collaboration, creating an environment where people are made to feel at fault simply for not “serving” sales priorities. Over time, this erodes morale, increases burnout, and contributes to high turnover. There is also a noticeable “inner circle” or “boys’ club” dynamic that makes it difficult for others to be heard or taken seriously. Advancement and support can feel inconsistent, and those outside of favored groups may struggle to gain visibility or respect. Concerns raised through the proper channels often do not lead to meaningful change, reinforcing the perception that leadership is either unwilling or unable to address cultural issues. Overall, the environment can feel one-sided, with limited accountability, inconsistent standards of professionalism, and a lack of genuine support for teams that are essential to the company’s success but not directly tied to revenue generation.

None really ... been at several lenders over 20+ years. They all have their flaws. MOVEMENT MORTGAGE has less of them

Highly political, prioritizing charisma above actual skill resulting in leadership expecting growth, without reflect on their own. Very transactional leadership, squeezing all they can out of people on the surface level without prioritizing individual development. Stagnant and immature: Once Casey had a public crash out saying “If you don’t like it here, you can leave.”

Leadership is performative. They seem like nice people but only show face and speak if it’s being recorded or photographed. Other than that they only speak to each other or not at all.