My N+1, described as a “frat boy” by men of his own national origin, knew from day one of hiring me that a reorganization was coming. He never intended to keep his advancement promises. He closed every opportunity behind my back, with his directs providing cover. He knew he would wreck my career; I was on the target list from the start.
He should be held accountable for his superficial decisions and his systematic record of average performance:
1. [REDACTED]. Described by peers as bad at his job. Moved from a budget role into a product tech role. Rescued in 2023 after the MD who inherited him saw no value in him, particularly as a director.
2. [REDACTED] According to peers, did no work for 12 months. Rescued in 2023 after the same MD eliminated her position.
3. [REDACTED] Top of his list of favorites; per peer feedback, unremarkable. Promoted in 2024 even though her supervisor was leading her difficult stakeholder meetings on her behalf.
4. [REDACTED] Second on his list of favorites. No banking or risk experience, never speaks in meetings, and team members say he doesn’t understand the work being done. Now being considered for promotion on the strength of praise emails about team delivery.
The pattern started with his own lack of understanding of the work performed by in-function product managers, whom he pulled in-house to build out his empire. He didn’t grasp the broader book of work and defined the wrong success metrics, ones a junior person would have defined better. The record had to be corrected in a senior forum. Men of his own national origin have pointed out that nobody wants to use the tools his group has developed.
It is an embarrassment to Citi to have let this go on this long.
His reputation is now out in the open. He is disliked and despised by men and women alike.
By his own standards of popularity for promotion, he should be removed from employment immediately.