CFA Institute Reviews

• Top heavy with senior level leaders • Poor revenue diversification model as highlighted by the major decrease in revenue as a result of a failure to pivot to computer-based testing efficiently in the pandemic • Contributor level is doing 2+ jobs due to departures, hiring freezes, and a focus on hiring Senior Directors and above • Charlottesville staff become the dumping ground for regional and crossover work as the other regional offices are protected for their own initiatives • Working in a department with counterparts in other regions means regular calls at 7AM ET to as late as 9PM • Layoffs and restructures more common than not • Very little growth potential once you hit manager level, with gaslighting about promotions that are only offered when you threaten to leave • Annual salary and bonuses are given out on strict bell curve and enforced strictly within teams causing even high performing teams to have to deem some as “Needs Improvement” • Initiatives are constantly added, dropped, or reprioritized leaving to a lot of whip lash and challenges in explaining to stakeholders an accurate timeline of where things stand

- Egregious review process: zero effort made to reset expectations or coach underperforming employees (and there are a number of long-term Directors who don't pull their weight), coupled with a secretive layoff process - Politics, politics, politics - Bloated organizational structure: more Director level positions than lower level positions to do the work - Disrespect for FTE skillsets and overreliance on vendors - Lack of consistent strategic direction = lack of real impact. Constant change, no change management. Employees reshuffled every few months. - Major burnout in certain areas, especially technology-related positions - Untransparent career progression (see politics above): Good luck finding anyone under the age of 35 who enjoys working there or plans to stay