Do you need a referral to get your application noticed at Capital One?

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Posting as :
works at
You are currently posting as works at

It’s usually a good idea. Depends on who and what team though. I will say their recruiting team can be excellent or awful. A referral usually helps smooth the performance out.

Background: used to work there.

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@BCG1, would love your take on this. A contact connected me to a recruiter & we had a phone screen. The recruiter said the team they were recruiting for just filled the role I was looking at, but to let them know if there were other roles/teams I was interested in. No updates in nearly a week tho. How long should I wait on this person vs try to get connected to another employee?

Technology PM or Business PM (e.g. credit card products or deposit accts)?

I don’t think it’s necessary to tell the other employees necessarily. It’s really up to you. I’d really focus on having a bunch of conversations with PM people at COF and getting them to connect/introduce you to others in the org. It’ll be easier to get through to interviews.

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IMO, I would try and get connected with another employee. Repeated contacts with the same recruiter are not likely to work more than once. In other words, if there’s a role you think you’d like only go back to that recruiter once, and even then it’s possible you’ll get no response.

Whereas if you can find someone in a function or one of the businesses to speak with, the recruiter may be more compliant.

What’re you looking at specifically?

I’m looking at product management. And thanks, appreciate the advice! Thoughts on being transparent with other employees that I’ve been in touch with a recruiter already ?

Thanks; I appreciate it! And it’s business PM

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Hello fishes 🐠🐋🐟,

Please help me out here.... Your input will be really great.

I have herd that currently most of the companies are in hiring freeze. (Holiday season, recession or layoffs).

I am trying to apply job for many companies since last month, and i haven't got any response from any of them.

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