Not awful, but not great - Marketing Consultant LPL Financial Employee Review

3.0
Jul 1, 2021
Recommend
CEO approval
Business outlook

Pros

The biggest thing that kept me at LPL for so long was the great culture and people. Sure, there's always one or two who are a tad difficult, but for the most part everyone in the trenches are supportive, friendly, and encouraging. It seems to be the kind of company that allows opportunities for growth for those who want it. But if you just want to show up and do the bare minimum, that works too.

Cons

I've never seen entire departments filled with so many burnt out people. The business is growing rapidly and has had a couple big wins over the past year or so, but pay seems to remain stagnant for the peons. The company is toeing the line of toxic positivity, trying to boost morale with branded stuff mailed to our homes and say they are doing a compensation overhaul, but they've been saying that for well over a year, and nobody that I have talked to has seen improvements or boosts outside of the measly 2-3% merit increases you 'might' get.

Explore other reviews about LPL Financial

5.0
May 12, 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
May 23, 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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