I’m sick of it and I’ve been here nearly 20 years. Never did I think this place would sink so low but walked in queen of India and poof U.S. Bank is gone.
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With the significant build out in foreign technology centers, I expect a blood bath in American technology centers this year. The bank is looking for absolutely the lowest cost for technology. They don't care about function or quality. They only care about cost and want to eliminate investment.
The way things feel at the bank right now, it would make sense if there were some form of systematic fraud happening
@h2 MJ right?
@gr someone should tip them off to usb as well. Wouldn't surprise me at all if this was happening here
That sounds exactly like what one of DV's DRs was caught doing last year
https://thevisafiles.substack.com/p/capital-one
Introduction:
"For the past couple of months, I’ve been covering Indian-led hiring discrimination, visa fraud, and incompetence scandals at various American companies, including Capital One. I can now report that senior Indian managers at Capital One are accused of running a massive kickback racket that funnels millions through a hidden network of Indian-owned bodyshops firms in the Richmond, Virginia area. In short, American tech workers are pushed out of Capital One, replaced with underpaid H-1B, F-1, and H-4 visa holders with phony credentials while managers pocket the difference between inflated billing rates and the contractors’ low salaries. This is exactly the kind of issue that Project Firewall, the Department of Labor’s initiative to investigate companies engaging in wage theft, visa fraud, and discrimination against Americans, should look into. (A compilation of my previous reporting on Capital One can be found here.)"
@c8 You sound like you lick someone’s a-s for a living so go deeper.
@c8 HR bite the dust and FU
@c8 resignation letter? Haha! Nice try, HR.
The organization’s shift toward offshoring and H1B hiring began accelerating around 2018 during the development of the new Mobile application. Before that, offshore resources made up roughly 10–20% of the workforce and were primarily limited to defect remediation, small enhancements, and testing support. From 2010 to 2018, this was the established operating model: offshore teams functioned largely as supplemental capacity, working behind the scenes to keep progress moving after on-site teams logged off.
That model changed significantly in 2018. Vendors were pushed to supply their strongest engineers, both onshore and offshore, to meet aggressive delivery timelines, and leadership brought in an agile executive with deep experience in large-scale offshoring and a highly directive management style. By 2020, leadership was openly pursuing a model where approximately 80% of the workforce would be offshore.
Around this same period, leadership demographics across product, agile, and engineering roles became increasingly homogeneous, with newly promoted managers often building teams that closely mirrored themselves. By 2022–2024, the strategy evolved further: fully offshore “pods” were trained and positioned as autonomous product teams, complete with their own UX, product, scrum, and engineering roles. Despite extensive on-site coaching and oversight, the vast majority of these teams struggled significantly to deliver on expectations.
Internally, this approach was framed as a way to add capacity and provide teams with an “extra set of hands.” In practice, however, on-site staff increasingly functioned as production support, coordinators, and administrators for offshore-led teams. Considerable effort has gone into presenting these initiatives as successful, often relying on incomplete or misleading performance data to reinforce that narrative.
Now, in 2025, leadership continues to highlight the supposed success of the offshore model. Those working closest to the day-to-day execution see a very different reality, including substantial inefficiencies and ongoing delivery challenges. Employee support functions have moved offshore, internal communications and town halls are scheduled primarily around India time zones, and most recently, dedicated facilities are being established to house contractors who are then presented externally as U.S. employees.
While the current state may appear sudden or extreme, it is the result of a gradual and deliberate shift that has been unfolding over many years.
@OP yeah so sick! I want to quit now. Let’s do it together. That’s not possible is it?
Reality is we can’t find another co in America which is different.
‘queen of India’ isn’t feedback, it’s just racism with a costume on. Try again, this time about actual policies.
@aa seriously! I think we all should protest and as the first act of defiance write a resignation letter send it. Let me know once you do it, we are right behind you.
Complete disregard for American worker, the way we are treated is shocking and disrespectful. It’s as if we are being slapped in the face every day we show up for work. Nasty behavior like this might be the norm in other parts of the world but we are in the US. Shame on you managing group. Also grow some ba--s and oppose the witch. Do something useful.
It's absolutely awful how the MC has treated this company and the employees. Completely unethical, borderline illegal hiring practices, regionalism, agism, and not a care in the world for consequences.
As one hiring manager put it to a prospective client (heard this second hand) about our hirings overseas - we can afford three of them for every one of you.
That should tell you everything to know about where this company is.