Not where you want to work - werkgeversreview Research Associate bij LPL Financial

1,0
4 okt 2014
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Good technology in ways, albeit 20% of client tax reporting has historically been incorrect. How do they possibly screw that up so badly? Concept of rotation ETF model trading is nice conceptually, but generally with fumbled mediocre results. I worked there only until I could find a better job.

Minpunten

Company acts all altruistic and evangelical, espousing unbiasedness and empowerment to their underlying advisors, but then they fee their advisors to death and take retrocessions from approved manager solutions. Is this really unbiased? Way too much emphasis on illiquid assets with high initial commission payouts (think BDCs and non-traded REITs). They generally have no vision that a bear market is even possible. Employees are not paid well by Wall Street standards, so LPL gets a dumber general level of average employee (most of whom think that they are smarter than they really are -- a dangerous situation). This firm is likely to blow clients up in a time of market stress.

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5,0
27 mei 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

I loved my internship here. It was very immersive and everyone was very kind and supportive. Loved the team I worked with.

Minpunten

Could have been a bit more to do.

2,0
23 mei 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

LPL Financial offers a flexible hybrid work model, which is one of the better aspects of the company. Managers are generally not overly strict about specific in-office days, giving employees some flexibility in managing their schedules.

Minpunten

Work-life balance is a major challenge. Weekend release work is common, often averaging two weekends per month, yet there is no overtime compensation. Employees are essentially expected to work a full workweek plus weekends when needed, which has contributed to high turnover on some teams. The culture can also feel harsh and impersonal. Leadership rarely expresses appreciation or recognition for employee contributions, which negatively impacts morale. Some managers come across as cold or overly task-focused, creating an environment where employees feel valued only for output rather than as people. There also appears to be a lack of trust between employees and leadership. Many teammates do not seem confident that leadership understands or genuinely addresses their concerns. Overall, morale feels low, and recognition for strong performance appears limited.

3
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