Compare AmerisourceBergen vs Capital One BETA

See how Capital One vs. AmerisourceBergen compare on employee ratings, job openings, CEO approval, business outlook and more.

Employee Ratings

Overall Rating
(full-time and part-time employees only)
(based on 903 reviews)
(based on 7015 reviews)
Career Opportunities
Compensation & Benefits
Work-life balance
Senior Management
Culture & Values
CEO Approval
AmerisourceBergen Ceo Steve Collis
74%Steve Collis
Capital One Ceo Richard D. Fairbank
91%Richard D. Fairbank
% Recommend to a friend
Positive Business Outlook


Salaries for similar jobs
There are no salaries matching this company.
Financial Analyst1 Salaries

What Employees Say

"Good benefits"(in 92 reviews)
"Great benefits"(in 71 reviews)
"Work life balance"(in 1068 reviews)
"Great benefits"(in 753 reviews)
"Work life balance"(in 44 reviews)
"Long hours"(in 34 reviews)
"Performance management"(in 279 reviews)
"Work life balance"(in 225 reviews)
Featured Review

Current Employee - Anonymous Employee

I have been working at AmerisourceBergen full-time for more than 10 years


Great benefits. Salary is good.


Very large. You can get lost in their size.

Advice to Management

Rely on the field people for information.

Former Employee - Product Designer

I worked at Capital One full-time for more than a year


Great benefits. Lots of travel opportunity. Great for some (not for everyone)— especially for people avoiding their families or trying to have an affair. If you don't like your current team, you... can often move to another one or relocate to another location. Great opportunity to learn new skills. Some of the leadership is inspiring. Nice workspaces for some.


Gender-biased, misguided, disorganized, competitive structure, reorgs frequent This place is trying to be a start-up with huge enterprise problems—it's awkward. Makes for a lot of wasted effort... for people trying to get things done in an innovative way with business-side making the last judgment. Shiny object syndrome. Emphasis on PR moments over fixing real problems. Performance reviews lend to a gender- or personality-bias when it comes to promotions. Women and/or introverts often get the short end of the stick unless they have a great/shark managers. I've seen the most ineffective game-players get promoted over competent and effective peers who seemed to get punished for actually getting things done and not wasting their energy dick-swinging or taking unnecessary travel. In effect, a lot of the people promoted do not make for the best leadership. Bad management. Too many cooks in the kitchen with product or design, not enough project managers (or none at all). Constant reorganization is exhausting and disorienting. Nobody knows what's going on. Deflates spirit and doesn't help progress.

Advice to Management

Pay attention. Don't just spend money on diversity & inclusion training — really implement some change in the culture. Get organized. Lessen reorgs. Stop acquiring other companies before you can... handle what you have. You are not a tech company or a start up, just face it. Just be a better company, spend the money on hiring better engineers instead of on business people from failed start-ups who don't know how to work effectively in enterprise environments.

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