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29 days ago

Commercial Insurance Business Accounts Manager

BB&T Hilton Head Island, SC

Line of Business: Insurance Group Job Category: First/Mid-Level Officials and Managers Desired Skills: None Minimum Qualifications: 1. Bachelor's… Glassdoor

30 days ago


BB&T Newton, NC +3 locations

Line of Business: Mortgage Group Job Category: Sales Workers Desired Skills: 1. Bachelor?s degree in Business, Marketing, Accounting, or related… Glassdoor

9 days ago


BB&T Houston, TX +2 locations

A. Primary Purpose: Organize and coordinate internal activities on accounts. Assist the producer in the maintenance of existing accounts and develop… Glassdoor

29 days ago


BB&T Reston, VA

Line of Business: BB&T Securities, LLC Job Category: Professionals Functional Job Title: Investment Banker Analyst Reports To: Various Managers… Glassdoor

29 days ago

Crump Life Insurance - Insurance Strategist

BB&T Charlotte, NC

Crump Life Insurance Services is a leading independent wholesale distributor of insurance, linking a US network of 200,000+ financial services… Glassdoor

29 days ago

Network Security Consultant II

BB&T Wilson, NC

Line of Business: OPS - IT Services Group Job Category: Professionals Design, create and deliver Corporate Information Security (CIS… Glassdoor

30 days ago

Financial Advisor

BB&T Alexandria, VA +3 locations

Line of Business: BB&T Scott & Stringfellow Job Category: Sales Workers Desired Skills: 1. Associate's or Bachelor's degree. 2. Previous experience… Glassdoor

29 days ago

Merchant Sales Consultant I

BB&T Naples, FL

Line of Business: Payment Solutions Group Job Category: Professionals Desired Skills: 1. Bachelor?s degree in Business Management, Marketing… Glassdoor

20 days ago

Employee Benefits Insurance Agent

BB&T Columbia, SC +3 locations

1. Develop and maintain prospect list through internal and external sources for large case work. 2. Develop marketing… Glassdoor

29 days ago

Investment Sales Associate

BB&T Clinton, NC +2 locations

are service, sales and marketing focused. The Associate provides account service to the existing client base, assists the Investment Counselor and… Glassdoor

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BB&T Chairman & CEO Kelly S. King
Kelly S. King
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  1. 2 people found this helpful  

    Happy I got out when I did.....

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at BB&T full-time for more than 10 years


    Work/life balance, benefits (401k, insurance, PENSION), decent dedication to training/continuing education


    The organization is crawling with B-/C+ grade level employees with little experience to fulfill current roles, advancement at BB&T is dependent on 1) interpersonal and sometimes inappropriate relationships and 2) the amount of time you've input, intelligence and work ethic are severely undervalued, middle and senior level management waiver on making clear and concise decisions which makes execution of tasks tedious and impossible, market leaders/regional presidents lack the skill set, professionalism, and influence to advance the banks loan portfolio to a higher quality, executive management has become blinded by the "we haven't lost money x amount of quarters" speech -- they've lost focus on the basic bread and butter items that made the bank TRULY profitable (if you've read How the Mighty Fall, you might be shaking your head in a "this is true", fashion, work load is often uneven, formal mentoring programs lack structure and purpose, RIF's are the new NORM, being a number instead of a person is the new NORM.

    Advice to ManagementAdvice

    Fire non-performers. Period. No excuses or "coaching" them out. Make an example of people who are consistently nonperforming. What's the old adage -- complacency breeds contempt. Think about the implementation of changing processes and think about the full set of consequences before you roll out a process-- especially if you know you are going to change it again in 90 days. Open your pocket book and hire high performing individuals AND hire subject matter experts - not some person who did well on one job who you believe has the capability of tackling a larger, more rigorous, and CRITICAL project. Have a better succession plan -- bringing in outside senior level managers who don't appreciate, respect, or embrace the companies values is damaging, no matter how successful they were in their previous organizations.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO