If you are not a US citizen you will be side lined, ignored or both. Out of the past 24 months, I spent 18 working on projects that we're cancelled or redefined to make it possible to move them to US based teams. Jobs are advertised as UK but must work US hours, without the US pay.

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Started out good then they mergered RBI in to RISK and RISK think they beat us. Being a non US citizen is detrimental to advancement as all the good roles/projects go to them and being a RBI person just makes it worse. That's not really got better in the last two years

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We still manage to perform despite the massive drag of management

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Most of the people in my direct team are not stupid or slow

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Culture isn't bad it's the pay and the managers trying to be technical that are the problem

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Stop trying to be the technical people and admit that their knowledge is twenty years out of date

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Again, pay a fair rate and reign in management. So they manage and don't try to dictate technology

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Told that the pay is 'industry average' but it's always 10-20% less than comparable roles advertises on Linkedin etc.

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RELX wages are some of the lowest there are in the tech industry, most others are paying 20% higher for the same roles.

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Which one? The company as a whole, just RISK or Just my SLT for my work stream? Maybe clear communication would be useful

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Market rates for my role and experience are between 10% and 20% more the Risk is willing to pay. I'll wait for this year performance upgrade before I make any decisions

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They care about what they are doing, even if someone isn't able to do a tasks they don't pretend they do. So there is never any need to cover for stupidity or pride

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Have technical decisions made by people with the skills and knowledge to make them. SLT should be guiding what is needed and how much they want to pay for it, they shouldn't be saying use 'x' based on knowledge from when they last did a similar role 20 years ago

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To many decisions are made as a knee jerk reaction to a situation. To many products are purchased without a full review or test that they will work in the environment. Such as CloudFlare's WARP which will require a full rebuild of the client security stack, as it wasn't tested prior to purchase

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HR needs to stop hiding how much a role pays out. They also need to be transparent on what a pay range is. I asked four different HR people what the range was for a L14 role and none of them would answer. I only wanted to know the min and max of the role to gauge if it was worth applying.

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