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Goldman Sachs Business Analyst salaries in India (Updated 2025)

Annual salary range
1 - 6 years exp.
₹5 Lakhs - ₹19.2 Lakhs
Salary of majority employees
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Fixed (85%)
₹9.3 Lakhs
Variable (15%)
₹1.6 Lakh
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13% more than the average Business Analyst Salary in Financial Services Companies for 1 - 6 years of experience

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Salaries in different departments

Data Science & Analytics
Business Analyst Salary
1 - 5 years exp. (12 salaries)
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₹3.9 L/yr - ₹15.1 L/yr

Finance & Accounting
Business Analyst Salary
2 - 5 years exp. (6 salaries)
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₹7 L/yr - ₹16 L/yr

BFSI, Investments & Trading
Business Analyst Salary
2 - 6 years exp. (4 salaries)
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₹8.2 L/yr - ₹18 L/yr

Product Management
Business Analyst Salary
1 - 3 years exp. (AmbitionBox Estimate)
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₹11.9 L/yr - ₹16 L/yr

Last Updated: 28 Feb 2025

Companies similar to Goldman Sachs for Business Analyst

Company name Avg Annual Salary Open Jobs
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₹5.3 L/yr - ₹16 L/yr

arrow icon 6% less
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Morgan Stanley Business Analyst Salary

1 - 12 years exp. (124 salaries)

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₹6 L/yr - ₹24 L/yr

arrow icon 24% more
Logo
Deutsche Bank Business Analyst Salary

1 - 15 years exp. (177 salaries)

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₹6.7 L/yr - ₹23.9 L/yr

arrow icon 27% more
Logo
Barclays Business Analyst Salary

0 - 14 years exp. (637 salaries)

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₹8 L/yr - ₹26.3 L/yr

arrow icon 52% more
Logo
HSBC Group Business Analyst Salary

1 - 14 years exp. (409 salaries)

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₹8 L/yr - ₹30 L/yr

arrow icon 68% more
1 job opening
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UBS Business Analyst Salary

3 - 14 years exp. (448 salaries)

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₹8 L/yr - ₹30.5 L/yr

arrow icon 81% more
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Bank of America Business Analyst Salary

2 - 12 years exp. (97 salaries)

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₹6.9 L/yr - ₹26 L/yr

arrow icon 38% more
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Standard Chartered Business Analyst Salary

5 - 15 years exp. (320 salaries)

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₹9.1 L/yr - ₹33.3 L/yr

arrow icon 86% more
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JPMorgan Chase & Co. Business Analyst Salary

2 - 14 years exp. (566 salaries)

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₹7 L/yr - ₹25.3 L/yr

arrow icon 52% more
1 job opening
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Gartner Business Analyst Salary

0 - 6 years exp. (238 salaries)

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₹6.5 L/yr - ₹21.9 L/yr

arrow icon 17% more
2 job openings
View all

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Business Analyst salary at Goldman Sachs ranges between ₹5 Lakhs to ₹19.2 Lakhs per year for employees with experience between 1 year to 6 years. Salary estimates are based on 45 latest salaries received from various employees of Goldman Sachs.

Latest annual salaries shared by Goldman Sachs Business Analyst

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Experience wise Goldman Sachs Business Analyst salaries

Last Updated: 28 Feb 2025

Experience Avg Annual Salary
1 year  (9 salaries)

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₹3.5 L/yr - ₹14.4 L/yr
2 years  (7 salaries)

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₹4.1 L/yr - ₹12 L/yr
3 years  (9 salaries)

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₹5 L/yr - ₹18.8 L/yr
4 years  (8 salaries)

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₹6 L/yr - ₹19.6 L/yr
5 years  (9 salaries)

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₹5.2 L/yr - ₹14 L/yr
View all
Goldman Sachs Business Analyst Salary and Career Growth

From

To

Business Analyst

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1 - 6 years exp.

Vice President

unlock blur Lakhs/yr

4 - 18 years exp.

Business Analyst 1 - 6 years exp.
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Associate 1 - 9 years exp.
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arrow icon 122% hike
    Vice President 4 - 18 years exp.
    unlock blur
    arrow icon 84% hike
    Disclaimer: Our data limits the visualization of this career path at this point. However, other roles and opportunities might be available within the organization beyond what is shown here.

    Similar Designation salaries in Goldman Sachs

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    ₹18.5 L/yr - ₹35.5 L/yr

    Salary related reviews for Goldman Sachs

    2.5

    Rated by 5 employees for salary & benefits

    Full Time

     · 

    Production, Manufacturing & Engineering Department

    3.0
      •  posted on 31 Mar 2024

    2.0
     for  Salary and Benefits

    Likes

    Flexible hours 3 times food(Paid) Cab service(Paid)

    Dislikes

    Some internal language will be disadvantage if you go outside GS Few technologies are very legacy Micromanagement Salary is low as compare to competitors Partiality if you're not from tier 1 college Not much benefit

    read more
    • Salary - Poor
    • +1 more

    Full Time

     · 

    BFSI, Investments & Trading Department

    2.0
      •  posted on 12 Oct 2023

    2.0
     for  Salary and Benefits

    Likes

    ...tely not good. It's a myth that Goldman pays bomb. Not at all employee friendly. Overall Goldman performance is poor which is effecting our bonus hike from last 2yrs.pathetic eill never refer any of my friend to join Goldman

    read more
    • Skill development - Good

    Dislikes

    Manager, work life balance, overtime money is very less, hike less, politics.

    • Salary - Poor
    • +5 more

    Full Time

     · 

    Data Science & Analytics Department

    1.0
      •  posted on 11 Jan 2023

    2.0
     for  Salary and Benefits

    Likes

    Not much, the office campus is good, but gets too crowded. People are talented, smart and willing to share knowledge.

    Dislikes

    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. What matters for appraisals and promotion is just how much of a bootlicker. Company culture makes GS a toxic place. Beware of the false marketing.

    read more
    • Salary - Poor
    • +5 more

    Full Time

     · 

    BFSI, Investments & Trading Department

    1.0
      •  posted on 25 Jun 2023

    1.0
     for  Salary and Benefits

    Likes

    Except for a small handful of people who were suffering equally, practically nothing.

    Dislikes

    Almost everything. Destroyed both my mental AND physical health. Didn't even get the GS typical high salary because so much depends on politics and buttering up to seniors that I came under the bottom wrungs although I worked well. Was way too stressed daily feeling like just another eaisoy replaceable cog in the machine. Not at all people-feiendly, nobody cares for you, managers don't root for you. Some managers in fact actively suppress you and tell you not to highlight ypur academic achievements because others in the team including the manager are from substandard universities and it was giving them an inferiority complex, making them actively isolate you. Some roles even require unpaid work on weekends quite regularly.

    read more
    • Salary - Bad
    • +6 more

    Full Time

     · 

    BFSI, Investments & Trading Department

    3.0
      •  posted on 24 Jun 2024

    5.0
     for  Salary and Benefits

    Likes

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

    • Salary - Excellent

    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
    • Job security - Poor
    • +3 more
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    Goldman Sachs Business Analyst Salary FAQs

    What is the salary of Business Analyst at Goldman Sachs?
    Business Analyst salary at Goldman Sachs in India ranges between ₹5.0 Lakhs to ₹19.2 Lakhs for experience between 1 years to 6 years. According to our estimates it is 13% more than the average Business Analyst Salary in India. Salary estimates are based on 45 latest salaries received from various employees of Goldman Sachs India.
    How does the salary of a Business Analyst at Goldman Sachs India compare with the average salary range for this job?
    The average salary of a Business Analyst at Goldman Sachs is 13% more than the average salary of a Business Analyst in India. To know exact salary insights, login to view.
    Which similar companies are paying more than Goldman Sachs to a Business Analyst in India?
    • Synechron Business Analyst Salary - ₹10.0 Lakhs to ₹38.0 Lakhs per year
    • Standard Chartered Business Analyst Salary - ₹9.1 Lakhs to ₹33.3 Lakhs per year
    • UBS Business Analyst Salary - ₹8.0 Lakhs to ₹30.5 Lakhs per year
    • Cargill Business Analyst Salary - ₹12.7 Lakhs to ₹30.6 Lakhs per year
    • HSBC Group Business Analyst Salary - ₹8.0 Lakhs to ₹30.0 Lakhs per year
    What is the salary of a Business Analyst in companies similar to Goldman Sachs in India?
    • PayPal Business Analyst Salary - ₹7.0 Lakhs to ₹27.5 Lakhs per year
    • Barclays Business Analyst Salary - ₹8.0 Lakhs to ₹26.3 Lakhs per year
    • JPMorgan Chase & Co. Business Analyst Salary - ₹7.0 Lakhs to ₹25.3 Lakhs per year
    • SS&C TECHNOLOGIES Business Analyst Salary - ₹5.3 Lakhs to ₹25.4 Lakhs per year
    • Bank of America Business Analyst Salary - ₹6.9 Lakhs to ₹26.0 Lakhs per year
    What is the estimated take home salary of a Business Analyst at Goldman Sachs in India?
    The estimated take-home salary of a Business Analyst at Goldman Sachs ranges between ₹78,317 per month to ₹80,352 per month in India. The take-home salary calculation is based on the average Goldman Sachs Business Analyst salary in India which ranges between ₹5.0 Lakhs to ₹19.2 Lakhs per year for employees with experience between 1 years to 6 years. Check how did we calculate take home salary?
    What is the notice period for Business Analyst at Goldman Sachs?
    According to AmbitionBox, 50% of the Goldman Sachs Business Analysts reported a notice period of 1 Month, 31% reported a notice period of 15 days or less and the remaining reported other notice period durations. This is based on 16 responses on AmbitionBox in last 2 years.

    Tell us how to improve this page.

    Goldman Sachs Business Analyst salary in India ranges between ₹5 Lakhs to ₹19.2 Lakhs with an average annual salary of ₹unlock blur. Salary estimates are based on 45 Goldman Sachs latest salaries received from various employees of Goldman Sachs.