Opportunities for growth and forward-thinking management - Designated Principal - Analyst LPL Financial Employee Review

5.0
14 Nov 2013
Recommend
CEO approval
Business outlook

Pros

I have been fortunate to work with some great people in my specific department in the San Diego office - they are non-micromanaging, I and others have had our hard work recognized, contrary to some other reviews, the jobs that are being outsourced are not jobs which would require speaking to financial advisors or clients and many of these jobs are being completed more accurately and efficiently than when we had people here in the US doing them and I have completely enjoyed my experience with the firm, enough so to recommend a couple of former colleagues apply for positions with LPL.

Cons

Compared to my prior employers in the industry, I find this company has few downsides - I know I am fortunate to work in a building where parking is easy, where working part-time from home is an option and I have had almost no contact with employees who are lazy, incompetent or not friendly. So Cons? I have heard that some salaries are below the market but LPL just announced they completed an industry analysis and are raising salaries for those that are below market for 2014.

Explore other reviews about LPL Financial

5.0
12 May 2026
Recommend
CEO approval
Business outlook

Pros

Great Resources and support teams!

Cons

Too much back office turnover at times leaves support team lacking accurate answers

1
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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