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Full Time
Operations Department
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Office infrastructure.
Long working hours minimal appraisal No WFH No flexibility on timings
Full Time
Software Development Department
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Ummm salary is good
Promotion are little bit slow
Work policy: 3 days/week from office
Work days: Monday to Saturday (Flexible Timings)
Work related travel: This is a desk job.
What people are saying about Goldman Sachs
Full Time
Trading, Asset & Wealth Management Department
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Working among one of the smartest people, branding, salary.
The biggest GS problem is that there is no meritocracy. Having worked in IB for more than 15years, I’ve seen tremendous injustices in terms of promotions, pay, and culture. (deleted by the administrator) is now difference.HR tends to recruit mix of brilliant people, which we can divided into 2 categories: - superbly educated and mediocre ones too (mostly with bought MBAs, not even target, expensive ones, as we are seeing many random, non-name candidates).Being superb, CFA , Phd technical is a deep liability because you’re expected to stay quiet and just churn out work. - Administrators, corp. sliders based on bosses liking than skills. Conversely, the people who are incapable of producing quality work are assigned “softer jobs” such as going to meetings, presenting to higher ups, and eventually managing others. Sooner or later all the “smart” people end up reporting to people who don’t understand the business but are good at sucking up to their boss. Those mainly have MBAs, so they aren't experts at all from anything...if you think 1 yrs programme will make you a leader in banking you are irrational, especially without ground knowledge which only qualifications and even masters provides. I don’t have an axe to grind, and actually think this culture has helped my career. In fact it is a great place to learn and grow if you have luck to deal with 1st category! Provided exit opportunities (if you are not too old - age bias) Hedge Funds etc in my case.The common misconception is it is difficult not being sb protégé. Well, I was recruited by direct HR approach last year (typically for +VP grades) However, I can call myself very lucky as HR on-board me although: - I was disciplinary terminated, (deleted by the administrator) in 15’ focusing on the last employer instead, recommendation. Lucky this hasn’t impacted my screening, most banks perform much detailed checks further in history! - I'm 100% non-TARGET (Uni, MBAs, background etc)I have low (3.6/5.0)M.Sc. Marketing/Accounting of Eastern Europe non target even there, 2nd degree- but never finished back at home, started ACCA which failed after 1st exam, same goes to FCA etc. An obvious trick was do buy instead MBA(nb fails those!) the cheapest London’s MBA(100% pass rates+ CMI incl. for free) nb cares, West London at the end my programme which I had to extended, luckly merged with City Uni - what confused HR as it is still same low quality with other slightly better label). Most banks won’t even care about those, somehow GS/Morgan HR’s need tick this off for any promotion, won’t even consider it as any value as you can easily cheat and outsource most assignments to copywriters like most ppl did. Professional qualification in other hand requires sacrifice doing everything all exams by yourself, what was/is challenge for expats not fluent in English. Have you wondered why some EDs having very weak education like me, barely know how to draft an emails and overall suck in communication (now you have an answer) not to mention being threaten by more skilled co-workers? - I don’t have Russel Group (UK)/Ivy business diploma – nothing further from this in fact, as I have graduated mediocre accounting major in one of Easter European uni, not even the most competitive major to start with, this doesn’t make sense hearing about top schools requirements at all. - My background by no means wasn’t FO,as I came from generic op. Firmops,CA experience, never been involved in actually sells pitching, direct clients interaction, not like most transfers to FO coming neither Risk or Research, Finance nor Markets exp - I’m not qualified – neither FCA, FRM, ACCA etc, in fact Analyst, Assoc. I supervise are 2x more technical superb than me, as far my +15 YOE middle/back office operational support goes. I have started ACCA but failed at 1 exam, started FCA but failed, so MBA with impossible to fail(100% successful rate) at West London was my way around, especially as they merged it with City Uni at final study what confused HR even more and giving other label for quality same school instead. - CHEAT TRICK there are MBAs and “MBAs”- I have completed the cheapest (budget limitation and language barrier) non-target (some called it Micky Mouse MBA) London’s MBA as typical those throw in meaningless CMI paper incl in price, both nb really cares but HR needs to tick this off – costed +£16k, which was later luckily merged with City Uni.The main requirement was pass basic IELTS test(some might laugh)not like in professional MBA programmes (GMAT) not to mentioning LSE and rest Russel’s Group requirements! Most of my colleagues @GS have graduated LSE etc (for £110k-140£k eMBA)however due to language, communication I was also forced to use extensive help copywriters(fiverr,gumtee lots of them to choose from) to pass final result. One of advantages MBA over restrict self-study qualification as many people and alumni was doing the same, due to work commitments or just pure laziness etc. MBAs are more restrictive due to their costs not level, as you won’t be banking expert after 1(18mths generic program), of course there are exemptions, not mine. - My communication skills although average at the best, I have never studied English language as my 1st foreign language, nor eastern accent luckily hasn’t impacted my chances. I know it is huge obstacle in other FS sectors at senior level. - Finally if I were representing a different gender, probably not meeting diversity targets (GS it is no surprise aims to influx % women giving us a bit blind eye, I wouldn’t stand a chance among male colleagues, with CFAs, LSEs etc) Overall I’m so grateful and happy that I can lead own team and set own targets as well recruit people suitable for business and my management own personal goals. Policy vs reality and discrimination (own interest above company's) “The firm is committed to providing equal employment opportunity (EEO) to all qualified persons …including race, nationality, gender, religion and age.” Well dead policy, the reality is other way round. So much depends on people. I’m keep telling friends that in this business critical thinking is disadvantageous, there is no space for too old, too experienced candidates as they tend to create leaderships challenges and raising uncomfortable questions about sense and ways of doing things. Craftsmanship speed, accuracy are the most important in this role alongside soft skills managed ( at the end not the most knowledgeable or skilled got promoted!).I personally tend to recruit only young candidates, who are willing to make effort, work long hours and do not challenge supervisors causing unnecessary fractions. Why I would recruit sb you can possess a threat to my role in first place! The biggest GS problem is that there is no meritocracy. Having worked in IB for more than 15years, I’ve seen tremendous injustices in terms of promotions, pay, and culture. (deleted by the administrator) is now difference.HR tends to recruit mix of brilliant people, which we can divided into 2 categories: - superbly educated and mediocre ones too (mostly with bought MBAs, not even target, expensive ones, as we are seeing many random, non-name candidates).Being superb, CFA , Phd technical is a deep liability because you’re expected to stay quiet and just churn out work. - Administrators, corp. sliders based on bosses liking than skills. Conversely, the people who are incapable of producing quality work are assigned “softer jobs” such as going to meetings, presenting to higher ups, and eventually managing others. Sooner or later all the “smart” people end up reporting to people who don’t understand the business but are good at sucking up to their boss. Those mainly have MBAs, so they aren't experts at all from anything...if you think 1 yrs programme will make you a leader in banking you are irrational, especially without ground knowledge which only qualifications and even masters provides. I don’t have an axe to grind, and actually think this culture has helped my career. In fact it is a great place to learn and grow if you have luck to deal with 1st category! Provided exit opportunities (if you are not too old - age bias) Hedge Funds etc in my case.The common misconception is it is difficult not being sb protégé. Well, I was recruited by direct HR approach last year (typically for +VP grades) However, I can call myself very lucky as HR on-board me although: - I was disciplinary terminated, (deleted by the administrator) in 15’ focusing on the last employer instead, recommendation. Lucky this hasn’t impacted my screening, most banks perform much detailed checks further in history! - I'm 100% non-TARGET (Uni, MBAs, background etc)I have low (3.6/5.0)M.Sc. Marketing/Accounting of Eastern Europe non target even there, 2nd degree- but never finished back at home, started ACCA which failed after 1st exam, same goes to FCA etc. An obvious trick was do buy instead MBA(nb fails those!) the cheapest London’s MBA(100% pass rates+ CMI incl. for free) nb cares, West London at the end my programme which I had to extended, luckly merged with City Uni - what confused HR as it is still same low quality with other slightly better label). Most banks won’t even care about those, somehow GS/Morgan HR’s need tick this off for any promotion, won’t even consider it as any value as you can easily cheat and outsource most assignments to copywriters like most ppl did. Professional qualification in other hand requires sacrifice doing everything all exams by yourself, what was/is challenge for expats not fluent in English. Have you wondered why some EDs having very weak education like me, barely know how to draft an emails and overall suck in communication (now you have an answer) not to mention being threaten by more skilled co-workers? - I don’t have Russel Group (UK)/Ivy business diploma – nothing further from this in fact, as I have graduated mediocre accounting major in one of Easter European uni, not even the most competitive major to start with, this doesn’t make sense hearing about top schools requirements at all. - My background by no means wasn’t FO,as I came from generic op. Firmops,CA experience, never been involved in actually sells pitching, direct clients interaction, not like most transfers to FO coming neither Risk or Research, Finance nor Markets exp - I’m not qualified – neither FCA, FRM, ACCA etc, in fact Analyst, Assoc. I supervise are 2x more technical superb than me, as far my +15 YOE middle/back office operational support goes. I have started ACCA but failed at 1 exam, started FCA but failed, so MBA with impossible to fail(100% successful rate) at West London was my way around, especially as they merged it with City Uni at final study what confused HR even more and giving other label for quality same school instead. - CHEAT TRICK there are MBAs and “MBAs”- I have completed the cheapest (budget limitation and language barrier) non-target (some called it Micky Mouse MBA) London’s MBA as typical those throw in meaningless CMI paper incl in price, both nb really cares but HR needs to tick this off – costed +£16k, which was later luckily merged with City Uni.The main requirement was pass basic IELTS test(some might laugh)not like in professional MBA programmes (GMAT) not to mentioning LSE and rest Russel’s Group requirements! Most of my colleagues @GS have graduated LSE etc (for £110k-140£k eMBA)however due to language, communication I was also forced to use extensive help copywriters(fiverr,gumtee lots of them to choose from) to pass final result. One of advantages MBA over restrict self-study qualification as many people and alumni was doing the same, due to work commitments or just pure laziness etc. MBAs are more restrictive due to their costs not level, as you won’t be banking expert after 1(18mths generic program), of course there are exemptions, not mine. - My communication skills although average at the best, I have never studied English language as my 1st foreign language, nor eastern accent luckily hasn’t impacted my chances. I know it is huge obstacle in other FS sectors at senior level. - Finally if I were representing a different gender, probably not meeting diversity targets (GS it is no surprise aims to influx % women giving us a bit blind eye, I wouldn’t stand a chance among male colleagues, with CFAs, LSEs etc) Overall I’m so grateful and happy that I can lead own team and set own targets as well recruit people suitable for business and my management own personal goals. Policy vs reality and discrimination (own interest above company's) “The firm is committed to providing equal employment opportunity (EEO) to all qualified persons …including race, nationality, gender, religion and age.” Well dead policy, the reality is other way round. So much depends on people. I’m keep telling friends that in this business critical thinking is disadvantageous, there is no space for too old, too experienced candidates as they tend to create leaderships challenges and raising uncomfortable questions about sense and ways of doing things. Craftsmanship speed, accuracy are the most important in this role alongside soft skills managed ( at the end not the most knowledgeable or skilled got promoted!).I personally tend to recruit only young candidates, who are willing to make effort, work long hours and do not challenge supervisors causing unnecessary fractions. Why I would recruit sb you can possess a threat to my role in first place! Ethics& Integrity: Neither GS nor my previous bank wouldn’t probably mind if I will admit that I’ve spent few years clamming council social housing benefits as well, living with my further family in their council flat and still work as Director(savings ‘000 in the process, just using loopholes).I simply used an opportunity as I was learnt doing at work and play the game. To summarize I’m not exactly a raw model for junior colleagues (sometimes) better qualified and technically skilled on the job than me, neither in terms of technicality nor especially ethics at all, but as they came to me and once you are in, who cares! All of the above are true and rather simple to check, so I hope HR is taking notes. Morgan's HR acknowledged that if they had known much earlier, they would have responded appropriately, as now…now it is yours and only yours problem, more details resurface with BofA being in loop too. In other words not only geniuses get ED roles but also like my case process masters as I was lucky to work on process in competitive bank they wanted. Only reason why HR so much lowered a threshold for me and fact I'm a women (as Goldman after lawsuit and paying $215m compensation tries so much to get more women into front office roles)...Read More
Work days: Monday to Friday (Flexible Timings)
Work related travel: This is a desk job.
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Software Development Department
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if you are only concerned about package then GS pays off good fortune, but for work ethics, learning, work life balance and work satisfactions it is a disappointment. lots and lots of internal politics no well defined structure of work, its all about working in a fashion to get in eyes of upper management, no matter you actually work or not. Also, no job security, your performance does not matter when it comes to retaining, its all about how highly you are paid....Read More
politics, bios-ness, no structure of work , restriction of growth.
Work days: Monday to Saturday (Flexible Timings)
Work related travel: This job involves Travel Within City.
Full Time
Business Intelligence & Analytics Department
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Not much, the office campus is good, but gets too crowded. People are talented, smart and willing to share knowledge.
The office cublicle spacing allows no privacy or personal space. Employees are expected to toll 12+ hours everyday, sometimes even on weekends for no extra pay. Work-life balance is non-existent. The office politics is just mind-numbing, where no importance is given to talent, merit, skills or work-ethics...Read More
Work days: Monday to Friday (Flexible Timings)
Work related travel: This is a desk job.
Full Time
Other Department
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Competitive Salary. Great campus
Internal politics for promotion.
Work days: Monday to Friday
Work related travel: This is a desk job.
Full Time
Back Office Department
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Nothing
Work life balance Not good appraisal
Work policy: 3 days/week from office
Work days: Rotational Shift (Strict Timings)
Work related travel: This is a desk job.
Contractual
IT & Information Security - Other Department
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Infrastructure and safety of female employees
Toxic culture, never want to work there again, and Had a very bad experience working in Goldman as senior employees are full of attitude and partiality. Lot of. No Job security at all, can throw you out whenever they wish even if he made false promise of promotion or tenure extension and even if you gave your 100% to the company</mark>. Always biased towards American and Indian employees...Read More
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Full Time
Banking Operations Department
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Work culture Amazing colleagues and mentors Best sick leave policy No micro management (until I was there it wasn't now not sure) Security and safety Brand reputation Timings
Less salary No promotions No hikes No events Monotonous work No work from home or hybrid No appreciation No extra pay for extended working hours Bad management No allowance they say they'll give but don't.
Work days: Monday to Friday (Strict Timings)
Full Time
IT Infrastructure Services Department
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Great Salary, WLB okay
little promotion room
Work days: Monday to Friday (Strict Timings)
Work related travel: This is a desk job.
Full Time
HR Operations Department
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Young people
Leadership decisions, appraisals, Goal settings
Work days: Monday to Friday (Strict Timings)
Work related travel: This is a desk job.
Full Time
Regulatory Reporting Department
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Whole pool of talented professionals is a big plus. Campus is loaded with sophisticated and latest technology providing best of comfort and ease of use. Very formal but diverse culture and above all - GS Brand.
Very limited disclosure of performance measurement & appraisals. Lot of office politics & selfish attitude, folks (be a newbie or a senior) try to pass on issues/concerns to others unless it gives a grand showoff. Poor employee management resulting in high turnover and stressful environment....Read More
Work days: Monday to Friday (Flexible Timings)
Work related travel: This is a desk job.
Full Time
Consumer wealth management Department
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Benefits,free food,free cab
Salary hikes,appraisal,in office work.
Work policy: 3 days/week from office
Work days: Monday to Friday (Flexible Timings)
Work related travel: This is a desk job.
Full Time
Human Resources - Other Department
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Office amenities
NO proper review of performance Biased review of performance No motivation by team of lead at work Always criticize about work Discrimination and demotivation at work Partially and gossip is high
Full Time
HR Operations Department
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A good environment
Hiring structure, promotion structure
Work days: Monday to Friday (Flexible Timings)
Full Time
Business Intelligence & Analytics Department
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Appraisal and Career Growth
Work timings: Flexible Timings
Full Time
Trading, Asset & Wealth Management Department
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Well it isn’t always the case even for ED roles (non-trading) at Global Markets in banks like Goldman Sachs and front office teams in London. The threshold is subjective to name it at least. Different for analysts, different for VPs and EDs. I can call myself very lucky as I was offered ED for by HR direct approach last year 2022 , when HR on-board me although: - I was disciplinary terminated by BofA in 15' focusing on the last employer instead, recommendation. Lucky this hasn't impacted my screening, most banks perform much detailed checks further in history! - I'm 100% non-TARGET (Uni, MBAs, background etc)I have low (3.6/5.0)M.Sc. Marketing/Accounting of Eastern Europe non target even there, 2nd degree- but never finished back at home, started ACCA which failed after 1st exam, same goes to FCA etc. An obvious trick was do buy instead MBA(nb fails those!) the cheapest London's MBA(100% pass rates+ CMI incl. for free) nb cares, West London at the end my programme which I had to extended, luckly merged with City Uni - what confused HR as it is still same low quality with other slightly better label). - CMI is the only paper, I have not even being examinable as it was part of my generic MBA bought package and apparently I claim this as the only person at London office Most banks won't even care about those, somehow GS/Morgan HR's need tick this off for any promotion, won't even consider it as any value as you can easily cheat and outsource most assignments to copywriters like most ppl did. Professional qualification in other hand requires sacrifice doing everything all exams by yourself, what was/is challenge for expats not fluent in English. Have you wondered why some EDs having very weak education like me, barely know how to draft an emails and overall suck in communication (now you have an answer) not to mention being threaten by more skilled co-workers? - I don't have Russel Group (UK)/Ivy business diploma – nothing further from this in fact, as I have graduated mediocre accounting major in one of Easter European uni, not even the most competitive major to start with, this doesn't make sense hearing about top schools requirements at all. - My background by no means wasn't Front Office,as I came from generic op. Firmops,CA experience, never been involved in actually sells pitching, direct clients interaction, not like most transfers to FO coming neither Risk or Research, Finance nor Markets exp - I'm not qualified – neither FCA, FRM, ACCA etc, in fact Analyst, Assoc. I supervise are 2x more technical superb than me, as far my +15 YOE middle/ back office operational support goes. I have started ACCA but failed at 1 exam, started FCA but failed, so MBA with impossible to fail(100% successful rate) at West London was my way around, especially as they merged it with City Uni at final study what confused HR even more and giving other label for quality same school instead. - CHEAT TRICK there are MBAs and "MBAs"- I have completed the cheapest (budget limitation and language barrier) non-target (some called it Micky Mouse MBA) London's MBA as typical those throw in meaningless CMI paper incl in price, both nb really cares but HR needs to tick this off – costed +£16k, which was later luckily merged with City Uni.The main requirement was pass basic IELTS test(some might laugh)not like in professional MBA programmes (GMAT) not to mentioning LSE and rest Russel's Group requirements! Most of my colleagues @GS have graduated LSE etc (for £110k-140£k eMBA) however due to language, communication I was also forced to use extensive help copywriters (fiverr, gumtee lots of them to choose from) to pass final result. One of advantages MBA over restrict self-study qualification as many people and alumni was doing the same, due to work commitments or just pure laziness etc. MBAs are more restrictive due to their costs not level, as you won't be banking expert after 12-18mths generic program, of course there are exemptions, not mine.My communication skills although average at the best, I have never studied English language as my 1st foreign language, nor eastern accent luckily hasn't impacted my chances. I know it is huge obstacle in other FS sectors at senior level. Finally if I were representing a different gender, probably not meeting diversity targets (GS it is no surprise aims to influx % women giving us a bit blind eye, I wouldn't stand a chance among male colleagues, with CFAs, LSEs etc) Overall I'm so grateful and happy that I can lead own team and set own targets as well recruit people suitable for business and my management own personal goals. Policy vs reality and discrimination (own interest above company's) "The firm is committed to providing equal employment opportunity (EEO) to all qualified persons …including race, nationality, gender, religion and age." Well dead policy, the reality is other way round. So much depends on people. I'm keep telling friends that in this business critical thinking is disadvantageous, there is no space for too old, too experienced candidates as they tend to create leaderships challenges and raising uncomfortable questions about sense and ways of doing things. Craftsmanship speed, accuracy are the most important in this role alongside soft skills managed ( at the end not the most knowledgeable or skilled got promoted!).I personally tend to recruit only young candidates, who are willing to make effort, work long hours and do not challenge supervisors causing unnecessary fractions. Why I would recruit sb you can possess a threat to my role in first place! Ethics& Integrity vs reality: Neither GS nor my previous bank wouldn't probably mind if I will admit that I've spent few years clamming council social housing benefits as well, living with my further family in their council flat and still work as Director (savings '000 in the process, just using loopholes).I simply used an opportunity as I was learnt doing at work and play the game. To summarize I'm not exactly a raw model for junior colleagues (sometimes) better qualified and technically skilled on the job than me, neither in terms of technicality nor especially ethics at all, but as they came to me and once you are in, who cares! #GoldmanSachs #salesandtrading #globalmarkets #IBD #JPMorgan #Citi @MorganStanley @GoldmanSachs...Read More
Biases, corporate games, Cut-throat amosphere, fake friendliness
Work days: Monday to Friday (Flexible Timings)
Work related travel: This is a desk job.
Full Time
Investment Banking, Private Equity & VC Department
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How easy to get Executive Director VP at front desk in London? If you know how to play diversity card and corporate game not so difficult after all. I'm fortunate as HR approached me directly last year(gives a leverage in salaries +£100k negotiation) not other way round although I posses (here is my real example - all true, so get you own conclusions). It is great place to lean and grow, with exit opportunities like Hedge Funds etc in my case, smart people but very cut throat sometimes. Nevertheless I can call myself a lucky as managed to land ED pretty easily within FO although - my background by any means wasn't obvious choice for FO as I'm former FirmOps , op experience, never worked on pitching before etc, not like most colleagues coming if moving from Middle Office from Risk, Finance etc - I'm not qualified - neither FCA, FRM, ACCA etc in fact I managed thanks to my generic MBA (everyone can do MBA. It isn't any achievement being honest.) much more technical excellent analyst as recourses as far my 15 YOE goes from OP and Corporate Actions etc goes - I'm not coming with expensive , target school neither - not Ivy (US) not Russel Group(UK) diploma in fact I have graduated mediocre as Eastern Europe standards accounting major two decades ago with 3.65 out of 5.0 average, definitely not obvious target for FO front desk - I have committed or more accurate bought MBA (although most London's banks do not recognized MBA as valued golden standard education) one of the cheapest due to lack of funds MBAs in London with CMI basic grade 7 added up paper (nobody really recognize it but still great to flag on LinkedIn profile - pretending I have any qualifications as I don't and I'm not the only one), lucky later on due to merger got a bump with other more mid Uni label on it costed £16k when most of my colleagues have graduated LSE (£140k in comparison requiring GMAT test when mine just a basic IESTS to qualified) as communication due to English isn't even my 2nd language always was a bit challenge. AS I couldn't pass CFA etc this is a trick allowing to bypass those requirements as MBA isn't equal MBAs and HRs are many times unaware of this...how easy to do this not even knowing the language by supporting yourself with native speakers, copywriters etc. Yes I know it is cheating but at my years (most graduated with extension - surprise) many people l were using those services (easy to find them on local gumtree or fiver ) against it just shows how low value is especially non-target MBA...no surprise most banks do not even recognize those. - My communication skills although average as have studies English as 1st language, nor my Eastern Accent (being an issue with other other banks as per my expat colleagues, reason of glass ceilings etc ) also haven't impacted my offer - I was lucky that HR also was fine with my immediate termination (like pre 2008 style with security not allowing even pack my stuff) by Bank of America back in 15' reason why I can't exactly call this a golden bullet as it was brutal and something I have heard only from dreadful 2008 stories, well it happened to me too. - Finally if I were a men I would expect they wouldn't approach me as bank clearly promoted especially in front office (FO) females those days Overall I'm very happy as I've got fantastic deal with salary way above my qualifications and real ,education or market value, being rather administrator, supervisor than true expert, not sure HR can say the same. I know lots of truly qualified colleagues with CFA, PHD etc complains especially in Goldman that people get promoted based on interpersonal skills or like me on process they need. It is common that not what you know but how they like you taking a place in those decision more often (at least in Morgan too) and HR KPIs like being women than anything else. Just a corporate world where not the best get promoted but those who know how to slide along. Brutal true as backgrounds also impacting those biases. Fantastic bump over Morgan power to recruit own team - prioritising as I like young professionals over experienced one , who also might cause a lot of challenges down the road. As far bank's policy the firm is committed to providing equal employment opportunities to all qualified persons, including race, nationality, gender and age goes others also recruit analysts, associates to play corporate game and delegating less visible (important for bonus, promotion) task to them but also protecting own position not being challenged (leadership challenges) by too experienced or coming with more diverse financial, banking backgrounds. Many ED,VP won't recruit somebody who shows critical thinking, can challenge for example somebody like me in my leadership, they will always discriminate people being a potential threat to them...this is corporate game, politics I have learnt at Morgan too. It isn't about recruiting the most skilled, the best but those fit the best hiring managers needs, obviously nobody want to raise internal competition to themselves in first place. I'm not ethical as you might know raw model, I admit to use own bias as others in recruitment, I always play my own goals first and what is typical can explain by lack of specific background, missing thing feedback to HR which we need to fill in. It is simple to hide your own bias and recruit people you want not those bank need in first place. Junior ones never question authority and are too afraid to cross your leadership. Well this policy is literally dead.I have also claimed council benefits for council flat when earned way above at Morgan those limits, as ethics is mostly as job example shows for people being constantly bypassed in promotions, those who cheat a bit are sneaky and never allows to be caught and there are so many of them as well at Goldman Sachs. Interesting to notice most have MBA or none ,just operational experience (as excuse) of missing true hard qualifications. They managed people much smarter than themselves and earn more than suppose to. This is exactly politics so many really smart people are complaining about. You can sell crap and still being promoted on the back truly delivering and make it happen co-workers....Read More
Nothing really unusual in this industry - long hours - or as we call it work & life mix (not balance),
Work days: Monday to Friday (Strict Timings)
Work related travel: This is a desk job.
Full Time
IT Security Department
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Learning , Skill, Domain Area
Appraisal , Work Life Balance
Software Development Department
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Overall it is good.
A large component of salary is bonus which depends on yearly company performance.
Work policy: 3 days/week from office
Work days: Monday to Friday (Flexible Timings)
Work related travel: This is a desk job.
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based on 122 reviews in last 6 months
Other hybrid work policies
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3 days/week from office
4%
Rated 3.3 for Salary & Benefits and 3.3 for Company Culture
Rated 3.6 for Salary & Benefits and 3.5 for Company Culture
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