Goldman Sachs London Reviews

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Working among one of the smartest people, branding, salary.

Dislikes

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 Details

Work days: Monday to Friday (Flexible Timings)

Work related travel: This is a desk job.

Likes

regular training and catch up with seniors

Dislikes

no work-life balance

Work Details

Work days: Monday to Friday (Strict Timings)

Likes

Great people and culture.

Dislikes

Work life balance, no WFH allowed (only specific cases). Plenty of employees are in their 20's, I'm sure this is for a reason.

Work Details

Work days: Monday to Friday (Strict Timings)

Work related travel: This is a desk job.

Likes

Great people, package

Dislikes

Very old projects

Likes

London's double HR standards? How land Get <ED> Executive Director @Global Markets (Sales&Trade - non-trading) front office? Total Non-Target, No-qualifications, random simple MBA, play HR's D&I Game... Women have easier. It Worked (Real ED 2022 case - S&T non-trading function) How easy is it to get an ED (aka Executive Director - VP2 in the US) in the front office of Global Markets - Sales and Trade without being a trader, without any recognized qualifications??? If you know how to play D&I diversity, cheat a bit and corporate game you can - no qualification, no-target education, required than it is simple.Some say getting into Front Office - Sell-side, Front Office @London is as hard as NY, that's not true! GBM isn't IBD not even close if it comes to selection, especially seniors. Especially back in 2022, GS's HR pushed under pressure from the US to hire as many women as possible in the front office, lowering their requirements to ridiculously low levels (partly due to lawsuits and compansations bank had to pay women MD in US etc). I was recruited 2022 directly by HR from its main competitor Morgan Stanley through a direct HR contact (typical of a +VP though I wasn't a VP) as the bank rarely recruits from outside and rarely does people who are not qualified like me. However, I can call myself a lucky person, because I managed to get the role of ED in the S&T front office quite easily, adding almost 2x raise even though HR could promote someone inside with much higher qualifications, although: - I was lucky because the HR department did not investigate the reasons why I was disciplining @BofA my previous non-last bulge bank in 2015, focusing instead on my last only bank and my last recommendation. Luckily it didn't affect my boarding and control! - I am absolutely 100% non-TARGET (university, MBA, background etc), in fact I started a 2nd degree which never ended at home, started ACCA which failed miserably, same goes for FCA however instead of corp. cheat by doing one of the cheapest london mba's (100% pass rate guaranteed + not really recongnize, neither examined CMI dipl) which suprisingly banks HR being forced to rectruit random people *like 2022, like GS, Morgan etc still buy it... most London banks don't really recognize casual MBA's, won't even attend their funding because they are not even close to the qualification levels you need to get yourself, in case a lot of MBA people help themselves outsource their thesis writing to copywriters ... also fortune, the reason why the abbreviation MBA is the only common feature of lower-end and higher-end programs . - My experience was by no means an obvious choice for FO as I came from general Firmops operations, never been involved in actual pitching sales or interacting directly with clients and unlike most of the transfers I've heard about neither risk was forthcoming , neither Research nor Markets exp - for 7-8 years I got stuck as Associate, promoted in the previous company only recently because of D&I and MBA. it is difficult to call such a purchased MBA any qualifications ... unless you are just an administrator, who can be easily challenged by anyone with better sector / technical knowledge - I don't have any target Ivy (USA) / Russel Group (UK) business diploma - nothing else actually, because I graduated from an average accounting major at one of the universities in Eastern Europe, not even the most competitive to start with which believers urban - I am not qualified - neither FCA, FRM, ACCA etc., in fact the analysts I manage are more technically superior than me when it comes to my +15 YeO operational support. Started ACCA but failed 1 exam started FCA but also failed so MBA with 100% guaranteed pass at West London University so good way to go especially since they combined it with City Uni at the very end confusing HR and giving a different label Instead. - CHEAT TRICK -- in contrast to many time more diffcult CFA, I completed one of the cheapest (due to budget constraints and language barrier) non-target (as some called Micky Mouse MBA) London MBA with CMI low grade certificate added in the package, no one really recognizes in the whole industry – cost about +16 thousand. pounds, which later happily merged with City Uni, giving the label some momentum. The main requirement was to pass the basic IELTS test, not like in the more professional MBA (GMAT) programs. When most of my colleagues @ Goldman in comparison completed LSE etc. (cost £110-140k eMBA) due to communication issues I too was forced to use extensive copywriting assistance to achieve my end result. One of the advantages of an MBA over limiting self-study qualifications, as many individuals and graduates were doing the same, due to work commitments, etc. - Finally, if I were a man I probably wouldn't meet most requirements Per official code of conduct of the bank: "The company is committed to providing equal employment opportunity (EEO) to all qualified individuals without regard to any characteristics protected by law, including race, national origin, gender, religion and age." One-way official policy, the reality is the opposite. It depends on people. I tell my friends that in this business and such a complex environment there is no place for *too old*, *too experienced* candidates because they tend to create leadership challenges and ask questions about operational sense and ways of doing things. Equal treatment in reality - but I'm not the only one doing this. When speed and accuracy are paramount in this role alongside soft skills, they manage highly skilled professionals. Personally prioritising own benefits and career (as you don't wan to look stupid being constantly challenged by more qualified associates and VPs I try to recruit only young candidates who are willing to put in extra effort, work overtime, and don't challenge their superiors by causing unnecessary splits. Lack of Integrity and Ethics: Neither GS nor my previous bank would probably mind if I admitted that I spent the last few years also applying for social housing benefits, living with my extended family in their council flat and still working as an AVP in bank investments (savings by the way thousands, although I could afford the rent). I just exploited system vulnerabilities. In conclusion, I'm not a strict role model for younger, better qualified and technically gifted colleagues, but who cares! #goldmansachs #ibd #GBM #salestrade #morganstanley #bankofamerica #investmentbanking #londonbanking #goldman #frontoffice...Read More

Dislikes

Cut-throat culture, fake politelness, compatition and disctrimnation bias against groups, kinds , people various backgrounds.HR doing one thing , bank's code of conduct says opposite.

Work Details

Work days: Monday to Friday (Flexible Timings)

Work related travel: This is a desk job.

Likes

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

Dislikes

Nothing really unusual in this industry - long hours - or as we call it work & life mix (not balance),

Work Details

Work days: Monday to Friday (Strict Timings)

Work related travel: This is a desk job.

Likes

Culture is good.

Dislikes

Comp could be better. Tech is decent could be better.

Work Details

Work days: Monday to Friday (Flexible Timings)

Work related travel: This is a desk job.

Likes

It's great for career

Dislikes

No dislike of any major kind

Work Details

Work days: Monday to Friday (Flexible Timings)

Work related travel: This is a desk job.