software engineer

analyst

manager

senior analyst

principal software engineer

Ally Financial

Description: Dodge Migration - Ally applications migrated into new location due the GMAC take over Functional and Performance testing done on various applications (GAS, Global Functions, Mortgage, Bank, Tech & Ops)
TDM - Data masking is a process in which sensitive data disguised for wider visibility. The goal is that sensitive customer information is not available outside of the authorized environment.
WebInspect - Web Scan is a process to automate security scans of the web application to simulate the attack and shows the results to present a comprehensive view of the vulnerabilities identified.

Responsibilities
• Analyzed the requirements and transformed them into System Requirements and validated with technical and business teams
• Prepared the Test Plan and Test Strategy as per the Requirements and Design documents
• Develops and maintains manual/automated test plans and detailed test cases that are reliable, repeatable and maintainable.
• Lead onshore and offshore QA teams – Functional, Automation efforts
• Extensive experience creating automation frameworks using QTP
• Expertise on QTP Integrated Environment (Actions, Recovery Scenarios and Library and Generic functions etc)
• Enhance the QTP test scripts with VB scripts and develop user-defined functions for frequent reuse.
• Strong understanding of SQL queries and GUI design standards, especially as they relate to test automation object recognition issues
• Interacted with various teams and stakeholders for successful project delivery
• Created test data for the SQL tables to execute the data masking functionality
• Prepared System Design Document for TDM tool to include the Gaps identified.
• Experience with Web Macro recorder and Automated Web scan using WebInspect
• Interact with Security Architects about the Vulnerabilities reported in the scan and schedule re-scans after the fixes completed.
• Thorough Knowledge of the HTTP protocols to understand and summarize the web-scan results and vulnerabilities.
• Created a QC project to track the various web application scans scheduled and track the results for Project monthly status.
• Develop Strategies for Performance and Load Testing Scenarios
• Create Function Generator, Step Generator and Parameterized Tests Scripts using Load Runner
• Monitor the performance tests and reports results
• Flexible to work outside normal business hours and weekends when necessary
• Certification in AML/BSA/OFAC Awareness, Information Protection Awareness (IPA), Company Records and Information Management (CRIM), 2012 Foreign Corrupt Practices Act (FCPA)
• Experience with presenting issues / solutions and influencing the decisions of project sponsors and executive leadership

Environment:
HP QTP 11.00, HP Test Data Management (TDM), Load Runner 9.52, Quality Center 10.00, HP WebInspect 9.30 & 9.10 , MS Project 2002, MS Visio, MS Word, MS Excel, Java, Windows XP, IE 7 IE 8, Oracle SQL Developer 3.1

•	Interacted with Business Users to gather Specifications Requirements
•	Analyzed Business Requirements, developing tracking and enhancing them into functional requirements 
•	Generated use cases, use case diagrams and sequence diagrams 
•	Performed Feasibility Analysis and Risk Analysis on vendor/third party tools.
•	Created business process workflow diagrams (Activity diagrams) 
•	Followed a structured approach to organize requirements into logical groupings of essential business process, business rules, information needs and insured that critical requirements are not missed
•	Performing data analysis by identifying the different data sources, creating logical data models and establishing relationship between entities
•	Created and managed the Requirements using Requirement Traceability Matrix (RTM)
•	Worked as a liaison among stakeholders in order to elicit, analyze, communicate and validate requirements
•	Conducted JAD sessions with business users to elicit business requirements as well conducted personal interviews with SME’s to articulate business needs
•	Grouped the Use Cases and other diagrams into sequence and collaboration Diagrams using Rational Rose based on UML methods thereby defining the business process model
•	Conducted functional walk-through with developers and business managers to obtain sign-off on functional specs for each release.
•	Responsible for creating and maintaining documentation related to the project including scope document, vision document, functional specification document, defect status report, risk analysis document, mitigation plans, supplementary requirements specification document and impact analysis document
•	Accountable for managing  Design Specifications within ReqPro, Requirement traceability from Scope,  track dependencies and changes which helped in controlling numerous artifacts produced by the teams who are working on same project by keeping track of – simultaneous update, change notification, multiple versions (using Version Control)
•	Responsible for processing change requests from the client by filling Change Request Forms (CRF)
•	Involved in Documenting/Executing business test cases and conducted User Acceptance Testing in the presence of developers, development managers, and the SME’s
•	Creating test plans, test cases according to the BRD for different Line of Business
•	Creating test data, mandatory data scripts to generate in database
•	Wrote SQL queries to verify the system functionality and provided the users with the needed data and information during operational phase
•	Created and executed the test cases to test the functionality of the application

Where to start. Truly, this review has nothing to do with Ally as an organization. In fact, I think Ally has great potential as a company; its ideals and work format truly make it an interesting company with a modern, innovative approach. However, we fall into the same general problem many companies face, which is related to their leaders, managers, and even supervisors. It’s hard to believe that in 2024, almost 2025, one can still encounter such inept organizational leaders. Clearly, the biggest issue lies with those responsible for placing or promoting individuals unfit to manage supervisory and managerial roles. And I’m not saying that all are incapable, but at least a large majority or even those with some internal hierarchy are.

To give an example, I’ll mention the TL in the city of Jacksonville—it’s truly baffling how someone with such poor training can hold such a position. Gentlemen, understand that we don’t need bosses who are constantly micromanaging, feeling essential, and yet don’t even have a vocation for service or the slightest communication skills. We need leaders, not old-school bosses.

What I’m getting at is that internally, Ally (at least in Jacksonville) has huge personal shortcomings, from managers to supervisors. Let’s stop placing personnel based on favoritism and truly look for capable people. That said, there is poor internal communication, an excess of micromanagement, a toxic environment, and supervision worthy of a kindergarten.

On the other hand, it has great infrastructure, an interesting hybrid model, and the work setup is quite positive, making the collector role much more relaxed and simple. In conclusion, there is a lot of potential within this company, but we need to start by changing or TRAINING those bad apples before they end up spoiling everything.

Ally is a non-captive finance lender that was once a captive lender (formerly GMAC). 
They still have too many old GMAC employees on board from the top down that don't understand that you cannot continue to use the same business model. It just doesn't work.
Their internal processes are the most ridiculously complicated and time consuming that I have experienced in over three decades in the finance industry. This obviously affects their cost of funds because they have a hard time competing on pricing.
The company, unfortunately, is run by the sales team instead of credit. Sales has way too much influence on the way in which the credit department operates. That also goes back to the captive lender mentality.
There is a silent buddy system in place. It's all about who you hang with when it comes to opportunities. HR is a joke and they are in the pocket of management. They push you to report things and press for exit interviews but it's all smoke and mirrors. Just like their employee survey's. Smoke and mirrors. 
And if you are a family person you can forget having a balance between work and home life. Instead of properly staffing they will work you to death. You haven't seen micro-managing until you work for Ally. Total brow-beat. You can never feel a sense of satisfaction because they want more, more, more. If you are a single person that likes to live at work then Ally is for you. The benefits are great. Pay increases are laughable. The paid time off is great but hard to get the time when you want it because of the way they run under-staffed. God forbid someone on you team falls ill or quits. Your already bad schedule just got worse. The culture is like most big corporations these days. I have nothing against diversity except when it is not all inclusive.. When they celebrate The LGBT Community but not Traditional Conservatism it is unfair and unbalanced. When they celebrate Black History Month or Hispanic Heritage Month but not Asians, Caucasians or other nationalities it is unfair and unbalanced. I find this practice to be extremely insulting to who I am. I think this practice creates a sense of devisiveness.

I initially joined Ally because of the work/home life balance and benefits. I knew going in that the pay wasn't that great but was given the promise of advancement opportunities annd told that I'd be able to move into the department that I wanted to be in when there was an opening. I saw openings 3 times during my stay in that department, expressed my desire to fill that role numerous times, and was met with excuses each time as to why I wasn't considered for that position. In the meantime I saw one raise for a paltry $.30 (while some hard-working people got no raise at all), got moved into another department that I had no desire to be in because the manager thought I just wanted a change, and my qualifications and skills were completely ignored. I spent 12 years in the car business before Ally, am very well educated in the needs of a car dealership and know how to handle them, and am knowledgeable above and beyond anyone else in their arbitration department in regards to mechanical issues and how an automotive service department works. Management at Ally changes frequently making it difficult to prove yourself because when a manager learns your abilities, he is quickly moved out and you start back from nothing. Raises are far between and typically not even enough to cover cost of living increases, promotions are nearly impossible if you don't know someone, and when applying for other opportunities within the company, you're competing with outsiders as well as other Ally employees. Add to that a total lack of accountability, micromanaging team leads, large workloads, not enough staff, and a work environment that is divided into little cliques where teamwork isn't a very well known concept and you have a very stressful place to work with very little reward. Ally is a job and may be appropriate for a recent grad or someone that needs a job with good benefits, but it's not a great career.

Ally Is a great company and provide amazing benefits however, the management team could use a little work. Due to the company not being able to keep top tier talent because the workload is unmanageable, the employees at the bottom of the pyramid are forced to carry even more weight while management sit on their hands and stalk their systems all day to ensure their team is working. A lot of people leave due to the heavy workload and work stress. The systems barley work in the call center and management don't support their employees. Management nor the trainers have a clear indication of what we are expected to do within our job title which lead us to suffer on the floor. They will train you to do one thing in training and will change the rules once it's time to go into production. Even though they don't properly train their associates, they still hold their associates accountable for their mistakes. 

They expect their associates to assist two people at a time in chat and more than 4 people at a time in messaging. If you are able to handle a heavy workload and assist multiple angry people at once, in 8+ systems at a time, for little to no pay or a clear indication on what you can and can't do to get your job done then this is the job for you, if not RUN.

By the end of the first week of production 70% of the incoming class already resigned due to the work stress. This company can't keep nobody! Also, please don't be surprised if the new year role around and they increase the rate of your insurance and decrease the amount they give employees for tuition reimbursement. Within 5 months they increased the insurance rate and cut the $10k tuition reimbursement check to almost $5k.  
They will paint you a pretty picture until it's time for you to go into production then their true colors will show. 
They push the incentive narrative for call center associates however, the incentive is heavily taxed and can be prorated leaving associates to gain little to nothing. 

typical day-8am to 5 or 7pm, hour lunch, make outbound calls, take inbound calls, get in trouble for building a rap-ore with customers,  they want you off the call and on to the next asap.  

What I learned-how to give knowledge to others to help them succeed.  That I need to look for another company who will help me grow and not hold me back.

Management-micromanage employees, if you are a second late on break it will be a write up, get told what you are doing wrong not what a great job you are doing. 

Workplace Culture-everybody for themselves, but non salary must pretend to be team players for annual review purposes, even though the incentive structure promotes individual achievements only, and still no raises in the past 5 years, even for top performers.  Leadership does not want anyone who will ask questions as part of the leadership team, so if you tend to challenge something you think is wrong you will never be a leader here.

The hardest part of the job-No career advancement, it is easier to go to another division of the company if you are not a current employee, they like you to stay where you are.  You have to know people in other departments and be friends with them to even get an interview.  Leadership does not value employees.  They make comments like be thankful you have a job.  New managers are constantly threatening to terminate employees.    

The most enjoyable part of the job-clocking out.  The benefits are good, that is what has kept me here for this long.  But the stress is not worth it.

Ally actually cares about their employees! In addition to their competitive pay and bonuses they have fantastic benefits, that include medical, financial and well being. 

A lot of companies say great customer service is their number one focus only to set call matrix's that are highly restrictive. I have worked in various industries customer service call centers for many years and Ally is the first company that actually allows you to deliver awesome service to their customers by not placing highly restrictive call hold time requirements (I actually worked for a company that the AHT was 180 SECONDS per call!) 

A lot of companies say they want you to grow with the company but keep you stuck in the same position for years...Ally actually encourages you to grow by giving you the tools to master your current position and then move on to another unilateral or higher management position. 

When they speak of growth they are not just talking professionally... a lot of their benefits encourage personal growth through programs and classes to help you with everything from personal goals to family to financial goals. 

All levels of management are approachable and open to discussion on any professional subject. Ally celebrates and recognizes you as an individual and part of a team of professionals that represents the company... and the management team meets with everyone regularly (even the VP's and CEO) to get a pulse on the culture and over all well being of their employees... they really do care and there are too simply too many awesome things to list here!  

If you are tired of not being seen or valued for what you bring to your company... give Ally a chance ...you be happy you did!

I was under the impression that this job would be Hybrid it is NOT it is 100% work from home due to remodeling that they are doing to the building for the next year. Some of my mates from training had great managers and had the opportunity to go into the office which is something that I would have definetly benefited from. depending on which manager you have definitely matters if you are going to be successful in the role. If you learn that the team you get on isn't producing as they should EVERY month start looking for another job immediately because that usually means the manager is terrible. Training was all over the place and they kind of just threw us on the phone. Asking for help through teams chat was a hassle and we would have customer on hold for several minutes trying to get help with a issue.  When people would ask for a manager they were NEVER available so we were left with irate customers. I think if they knew the job was going to be 100% remote then training should have been longer to ensure that we understood our role. They also should clear the managers schedule for at least the first week so that they have more time to work with the new hires to ensure everyone's questions gets answered in a timely manner. I loved the hours but I would log out and be so drained and my family could tell it was taking a toll on my health both mentally and physically.  

What is the best part of working at the company?
Allied Bank was a good company as far as the workers they move any and everyone up without them having proper training or actually being a good fit to be team leader managers. Team leads are Petty I was fired because team lead went through every single phone call I had seen two calls where my screen had glitched and I hung up the phone because I was not able to hear the customer use that as a reason to get rid of me all because I did not respond to a critique he gave me the way he would have liked. There was no warning there was no question there was no investigation just completely terminated regardless of the fact the micromanagement and timing of all calls and note taking is set up for you to fail.

What is the most stressful part about working at the company?
Having team leads breathing down your neck because calls are too long when you're trying to help customers, or if you have a customer that is yelling at you and you're trying to help them you have to sit in queue until they decide to assist

What is the work environment and culture like at the company?
It's stressful if your team lead doesn't like you then you have to walk on eggshells laugh when they want you to laugh be scared when they want you to be scared or they will find a reason to let you go! If you're good at this then you will make it in the company

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