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      BECU

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      BECU reviews

      Good Place to work. - Anonymous employee BECU Employee Review

      5.0
      20 Dec 2014
      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      Great Benefits, Great People, and a good supportive atmosphere. I laugh look at some of the other comments from people; Goals are based on previous years, the goals are very attainabl and its not expected to push hard,(if you think it was hard you probably just suck at helping people and offering the right products to the right people) there is oppurtunity for overtime on occasion. I have worked at other credit unions and find BECU's values to be in line with other credit unions. It is not a bank and does not act like one. If you think goals are "hard" go to bank where they are much harder and if you don't meet them you get fired. Most of BECU's loan rates are very competivie (auto, visa, HELOC's and etc.) Sure personal loans have a higher rate but really who wants to give out money with no collateral. Its a huge risk. We had 4 weeks of new hire training that covered quite a lot. Sure it didn't cover everything but I am not sure that is possible to address every situation you may ever have. There is an average intranet page that can assist when you forget a process or get some weird transaction you dont't know how to do. There is also a Member Experience Help Desk for Consultants that can help you. They can even take over your computer and do the transaction for you! So if you use your resources you will be fine. You are not "thrown to the wolves." BECU strongly promotes from within, I interviewed several times for higher positions I was very qualified for but they hired a less experienced internal hire. It is competitive to move up internally but it happens often. Thank goodness they don't pay income tax. If they did they would then have to be a bank and spend the members money on taxes and not be able to give lower loan rates and higher deposit rates. (deposit rates are higher than anywhere I have ever worked)

      Cons

      Pay is not the best in the industry but then most credit union's do not pay very well. But then you don't have the high pressure you would at a bank. Sure the systems suck and working on 20 different systems is a pain but its doable it just takes longer to finish transactions. Working in the NFC's can be tough. Most of the NFC's are understaffed (even when they are fully staffed) and you can get worn down fast. Life got much better when I got out of the NFC's

      Explore other reviews about BECU

      5.0
      18 Mar 2026
      Senior business systems analyst
      Recommend
      CEO approval
      Business outlook

      Pros

      Self manage, managers don’t micro manage. Remote work. Great benefits. Good culture. Competitive pay.

      Cons

      There can be lots of changes when you’re hired.

      1
      avatar
      BECU Response
      3mo
      Thank you for sharing your feedback. It’s great to hear that you value the autonomy in your role, the trust from managers, and the flexibility of remote work. It’s also encouraging to see benefits, culture, and pay recognized as positives — those are important parts of the overall experience. We also understand your point about the pace of change, especially early on. Starting a new role can already be an adjustment, and navigating changes at the same time can add complexity. While change is often part of growth and improvement, your perspective is a helpful reminder of the importance of clear communication and support during those transitions. Thank you again for taking the time to share your experience.
      1.0
      19 May 2026
      Information technology
      Recommend
      CEO approval
      Business outlook

      Pros

      There are many employees who care about the mission, values, each other, and members.

      Cons

      Within the Technology organization, there is growing concern regarding the consistency and transparency of hiring and promotion practices following the 2023 CTO transition. Over a relatively short period, the composition of senior leadership changed significantly, with a large percentage of new hires and promotions appearing to originate from overlapping professional networks, referral pipelines, or ethnic background. There is perception that advancement opportunities increasingly favored candidates connected to existing leadership circles, raising concerns about whether hiring standards and evaluation processes are being applied consistently across Tech. As these leadership changes cascaded through reporting structures, teams became increasingly homogeneous in background and prior affiliations. This contributed to employee concerns about reduced diversity, diminished internal mobility, and the potential for affinity bias in hiring and promotion decisions. The resulting leadership composition also became noticeably less diverse over time, which contributed to perceptions of affinity bias and employees outside the dominant leadership network can appear sidelined in promotions, influence, and career growth opportunities, contributing to a perception of favoritism and inconsistent standards. As leadership composition became noticeably less diverse, the corresponding teams become less diverse as well.

      2
      avatar
      BECU Response
      1mo
      Thank you for taking the time to share your feedback. We appreciate your recognition of the many employees who remain deeply committed to our mission, values, members, and one another. Those connections are an important part of what makes the organization special. We also understand the concerns you've raised regarding hiring, promotion practices, and career growth opportunities within Technology. Perceptions of fairness, transparency, and equal opportunity can have a significant impact on trust and engagement. When employees question whether processes are being applied consistently, it’s important that those concerns are heard and thoughtfully considered. We will ensure this feedback is shared. Your advice around transparency, accountability, and independent review is noted. Building confidence in hiring and advancement processes requires ongoing attention and a commitment to ensuring employees feel opportunities are accessible, merit-based, and clearly communicated. Thank you again for sharing your perspective. Feedback like yours helps inform important conversations about culture, trust, and employee experience.
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