Citicorp Senior Executive Trade Finance salaries in India

Likes

Decent place to start your career in IB... You get to see the harsh nature of the profile first hand... In your first job itself!

Dislikes

Long hours coupled with an atmosphere of distrust especially with seniors. Also compensation is low for the demands placed on the employees especially the analysts and senior analysts. The company culture is terrible with a lot of non transparent discussion. What is said and what is done is hugely different...

Likes

...ed with. A deeply rooted cultural organisation with strong foundational pillars.Compensation is average but definitely we can expect work life balance . Upskilling of the skills is possible.Overall we will like working with the people around us.

Likes

Pay/Comp is great. You realize this especially when you apply for new jobs & most of the companies fail to match it. Job security is top-notch & work-life balance is comfortably manageable. Lots of leaves too.

Dislikes

Work becomes stagnant/monotonous after a while which is when you start looking elsewhere. However other companies might not be able to provide good w/L balance so its trade-off that you settle for.

Likes

...across the globe to explore the Career Options within Citi and for the benefits. Citi had offered a very good pay scale that I respect and would always cherish. Several Training Program offerings to upscale the employees was a consistent initiative within Citi which was definitely a very good sign.

Dislikes

Based on the experience that I wish no one should experience in his/her career. 》》When a business unit is spanned geographically, every zonal team should respect Time zones of each other. 🚩Unfortunately, my London-based "Indian Manager" had completely disregarded and disrespected it. -------------------------------------------------- 》》Hiring a person for certain skill-sets and later setting unrealistic expectations by pressurizing ( Full time production support in all Time Zones ) which leads to deviation in career path, is an absolutely wrong practice, which had been cultivated by my London-based "Indian Manager". -------------------------------------------------- 🚩Forcing an employee to resign by threat of enforcing PERFORMANCE IMPROVEMENT PROGRAM is an another ugly tactic I had faced with my London-based "Indian Manager". -------------------------------------------------- 🚩Complete ignorance to my positive initiatives and efforts and focusing on evaluating negatively, finger-pointing mistakes. -------------------------------------------------- 🚩Sabotaging an employee's work and reputation is an another ugly practice followed within my team, that I had witnessed and experienced. -------------------------------------------------- 🚩London-based "Indian Manager" had not bothered to stop it and had rather overlooked it with silent support. -------------------------------------------------- 》》When an employee wish to raise a concern genuinely, it needs to be addressed. 》》Employee EXIT Survey Feedback shouldn't be blocked to prevent employee from providing feedback. 🚩Unfortunately in my case, it had been blocked to prevent me from raising the serious concerns. 🚩Despite highlighting it to HR partner, the matter had been lingering throughout my notice period of three months till my last day. -------------------------------------------------- 》》ASK to submit Self-Appraisal Form, after my resignation. 🚩 When I questioned such purposeless ask, I was asked to submit the self appraisal WITHOUT ANY COMMENTS and as a COMPLETELY BLANK form. 🚩 There was no satisfactory justification for this. The only explanation that had been provided was "Mandatory To complete appraisal formality". 🚩 When you force an employee to "Self-Resign", then such asks of "Self Appraisal" raise questions on the motive behind it. 🚩 The only purpose which I could conclude from it was to spoil my Ratings and my Reputation forever. Only evil intentions could be predicted from non justifiable asks and acts. -------------------------------------------------- 》》 I had to exclusively send an email to HR Partner to understand the necessity of "Self Appraisal after resignation", to which she responded that it was not mandatory at all. -------------------------------------------------- Questionable Asks, Questionable Acts, Questionable Intentions, Questionable Practices To my unpleasant surprise, such an highly objectionable individual, my female manager at London, is still employed and retained by Citi. Unaware of the fact that she is just aiming at SEVERANCE ALLOWANCE at the cost of her fallen credibility.

Likes

Compensation is much better than the market standard Prior to reorganization(mid-2024), the work environment was fine, offering good work-life balance Employees were treated accordingly to their roles and experience

Dislikes

After reorganization, only onsite position/team members are considered for lead, manager, principal engineer, with onsite role preserved due to senior management being based there most of the work is done by offshore, but it is projected only onsite employees contributed because to safeguard their role and senior management wants to be in saved position Offshore employees are treated like subordinates to onsite employees, even at the VP level Employees with 18+ years exp are treated and compared with juniors who is having less than 4 years exp Employees are under immense pressure, indirectly being forced to resign Suggestion to Management conduct a voting/poll among existing employees to determine who is willing to opt for voluntary retirement or leave with severance pay instead of using phycological pressure to force self-resignation