What is the hiring process like at U.S. Bank?

Good interview process, bunch of behavioral interviews and a lot of the same questions.

Took a long time to get a response back.

Flexibility, work life balance , opportunity,

Improve management hiring process , reviews

friendly interview process, good conversation with hiring managers

none so far have not started

Pay was great for what it was worth to me. Hiring process was informative enjoyable and engaging. They offer a wide range of services to their employees to help them to get better. Tuition reimbursement is offered.

Direct managers aren't very involved as much as you'd need to try and advance within the company.

I worked with several teams over the years and they were all great, everyone does their own work and no micromanaging that I experienced. Deadlines and work/life balance are usually reasonable. My immediate managers were amazing to work with, the problem is executive level management who only care about shareholder profit so they can justify their own extravagant pay increases while dropping crumbs to the actual people keeping the business running.

I can’t speak from any branch experience, but from an “office job” perspective U.S. bank was a great place to work until 2024. In the span of a couple months executive management alienated the people they hired as “remote” by breaking that agreement and forcing them back downtown with token compensation benefits that don’t offset the new costs. They alienated the “hybrid” employees by taking away the dedicated desk spaces where they can have some kind of personal connection and instead moved to a first-come, first-served free for all of open cube neighborhoods. You can reserve a cube, but if someone has already settled in then your choices are to either make an issue of it and try to evict them or to just select a new cube and hope a third person doesn’t kick you out of it. Then spend time getting all the technology working correctly. Better make sure to bring a headset too, because with your team spread out across the whole floor, you’ll be having virtual Teams meetings… just like when you work from home. If the RTO plan was to return to office in the least efficient way possible while making the largest group of individual contributors feel unheard and demoralized, then U.S. Bank has knocked it out of the park. I gave it a 2 star rating not because it’s actually a terrible place to work, but because of my absolute disappointment in them and how far they’ve fallen from being a formerly great place to work. If you are just starting your career, just need a paycheck for a reasonable work/life balance, or like office work for less than you can make elsewhere then this will be a fine fit. Almost everyone I know who works here is looking at options outside the bank, and I’ve moved on to better things too. Good luck to all who remain, and to those considering a new job at U.S. Bank I’d offer a warning: The role you’re looking to fill is likely open because someone with a ton of experience doing it for years has left for greener pastures, and now you’re expected to help prop up a crumbling department. You won’t be compensated well or recognized if you succeed, and there won’t be any loyalty shown to you if you fail. Best of luck with your job hunt, I hope you find someplace worthy of you and your time.

The interview process was faire. Everyone was engaged

None I’m thinking of. Everyone was so nice and shared their experiences with me

Worst Hiring process with no managment

take many months to tell.

Love remote, work is individual, decent work like balance

Need to find coverage in order to use time off, not much of an onboarding process, coworkers are not as willing to help as expressed

Some nice, professional and really knowledgeable people working there. Offer Hybrid schedule.

Training is limited and not very hands‑on. The initial 6–8‑week program only provides a high‑level overview of the systems. Once you start real implementations, you’re expected to rely on a massive database of SOPs and guides rather than receiving individual training. Management discourages asking teammates for help—even when you’re handling a task for the first time—yet internal controls will flag errors if you don’t complete it perfectly. This creates unnecessary stress for new hires who are still learning the process. Managers often lack a deep understanding of the department they supervise, so they’re not able to provide clear guidance or support. The company brings on many contractors but rarely converts them to full‑time roles, even when they’ve been performing well for months. External candidates are frequently hired over long‑term contractors. Some managers are also noticeably dismissive toward contractors. I witnessed one manager redirect a visitor away from contractors and only introduce them to full‑time employees, which contributed to an unwelcoming environment.

nothing good to talk about

people left but the company does not hire new ones. That puts current employees on a very bad work life balance due to extensive workload