Capitec Bank Reviews

There is no Development operations (Dev ops) and development split, you will be responsible for new development, system maintenance and standby/system upkeep as a programmer/developer. This is too much for single role to cover at the scale the company is growing; ask about it in your interview in detail. A quote from the senior management: "This is a financial institution, not a software house" when asked about implementing better software practices. In other words, more emphases is placed on keeping good finances, rather than developing software (code reviews, code pairing, automated testing etc.).Which is good for a financial institution, but you will learn to hack, not code as a software developer. Due to the size and scale of the company and how its grown, the company is very compartmentalized with each department only really caring for itself and to keep its side clean.Which leads to resistance when solving a problem, and the name and shame game when the problems arise: which has become the office culture. The company's salary and benefits (none at the time of writing; no medical, home, car etc financial assistance) are average, would review all other available options if this is not your first job opportunity.

The biggest con is the exploitative nature of the role of service consultant. Things get added onto the job descriptions as and when it suits the company without consultation. Duties get added without consultation. When there is a staff shortage you are expected to do the extra work without compensation for example when there is no Bank Better Champion for months you can be expected to do their work without pay. There is a department that deals with Alpha and gets paid a full salary for it. But it has been added as an extra duty with no extra pay at branch level for consultants. The same applies to so many other duties. The service consultants seems to be slaves of the bank that is expected to do anything they asked of with no talks of compensation. They are told they are paid for their time at work and not the work they do. Yet the work performance is measured. Currently it seems like everyone is being given impossible targets then placed on poor work performance if they don't meet impossible targets. And this will ultimately lead to incapacity dismissals. Those who are sick are big scrutinized so it can also lead to incapacity dismissals. Even minor transgressions which can be rectified through coaching are being considered misconduct so that progressive discipline is applied. There seems to be an unspoken of agenda to chop chop chop. And if you cannot handle the pressure you ultimately resign on your own thus helping the company meet their attrition target. What is sad is that majority of the workers are young black and desperate for employment. For many this is their first job, and this is exploited to the full. It si repeatedly Said that many will be grateful for the opportunity considering the economy, while this is true is is not an excuse to exploit the desperation of the black youth. There seems to be no understanding when workers cannot get to work due to massive strikes or even flooding. The company waits till the 11th hour to show and compassion or understanding. Managers are not even trained onhow to handle situations which have actually become a norm and should be equipped to handle. People are promoted to management based on their lack of ethics and willingness to break rules to sfilfill the will of the person promoting them. Managers are either incompetent or bullies who will stop at nothing to force you to give them the results they want even through questionable methods. The Durban area in particular is run by managers who manipulate company policies and procedures to suit them. The company is good on paper, the management go well out of their way to ensure employees do not experience a single drop of happiness. They refuse for employees to take time off even when the branch planner allows. They will always say it's an instruction from the top, when it's not. When you have a sick child, or are sick yourself you are immediately investigated for abuse of sick leave. They refuse to allow employees to take annual leave during December. Yet, they take it freely. The company sets targets, management sets their own much higher and near impossible to achieve target just because they want to shine among their peers. Employees end up forcing products on clients in order to meet the impossible target. There are long teams calls called accountability sessions for so called low performers which could easily drive someone to commit suicide or quiting their job without a plan. Newly promoted regional managers drive their agenda of impressing their own management through unfair and ill investigated disciplinary hearings and warnings. You are threatened and told the outcome will only be worse if you are unionized. Lunches are split into 30 minutes without consent, because managers believe there's a loophole in the BCEA allowing them. Managers are not properly trained on labour relations, and tend to think the law is just a suggestion that they can override with their own personal rules. You are forced to attend so called team buildings, which the company doesn't pay for... it's an out of pocket expense for workers, and it's not real team buildings, it's braais and drinking sessions to entertain managers who don't have social lives outside the workplace. At these team buildings they continue to bully you, on your own tab when you are paying. When there are grievances against managers they are swept under the carpet or given a slap on the wrist for the sake of silencing disgruntled workers. Managers are never truly held accountable, unless it's a truly public scandal that has so much attention. Those managers who try to be humane are severely mistreated and are usually on anti-depressants and in and out of hospital because of stress induced illnesses due to the pressure applied to them trying to force them to abuse workers to please Operation Manager who wants to outshine her peers. The client's word is considered to always be right. It is never tested and it is easy to lose your Job over a client who is unhappy with a bank policy or process and they blame you as the employee. This could be avoidable if amamgers actually were present in the banking hall instead of always being on teams calls with their own line management being forced to answer questions on everything the entire day instead of actually doing what they were hired to do. MS Teams has destroyed the way of working and also mad either unbearable for branch managers because regional managers expect their subordinates to be on Teams the entire day taking about work instead of actually working. It is in these calls that toxicity is instilled and ensured that it it trickles down even to the lowest position in the bank operations. Learn to follow Capitec guidelines, policies and processes as they are. Stop coming up with work around for everything. If performance is low perhaps the products is a problem. Stop forcing figures because the company gets the wrong impression that the products is correct and being well received, then it takes ears of client complaints to actually fine tune it. When the first few months results could have easily illustrated the need for change and the Bank could have gone back to the drawing board. What consultants are expected to do to clients on a regular is unethical.