Beware of politics, long hours, and panick if an IT professional. - Programmer LPL Financial Employee Review

1.0
3 Dec 2008
Recommend
CEO approval
Business outlook

Pros

Since they are growing too fast, they do let you do your own creative problem solving and do give you tools to do it. I was able to increase my skillset by learning new software products on my own ie. .net. Although the overtime was too much, it does add up in the bank account. Their 401k matching and bonuses were pretty good too. I actually liked working there at first and then one thing after another happend and I found out the company is just too inexperienced.

Cons

Very political. I have never worked in such a political environment before. You say anything wrong and they'll eventually get you. Also back stabbers behind every door. For those of us in IT, there is no personal life. Help Desk calling at 6pm, 7pm, 8pm, 5am and on the weekends and no break at all. No off on schedules only ON. Panicky managers that think they know IT but acutally know nothing. Company still uses legacy systems and is too scared and inexperienced to upgrade to better products.

Explore other reviews about LPL Financial

5.0
27 May 2026
Recommend
CEO approval
Business outlook

Pros

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

Cons

Could have been a bit more to do.

2.0
23 May 2026
Recommend
CEO approval
Business outlook

Pros

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.

Cons

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.

2
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