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Goldman Sachs Real Time Analyst salaries in Bangalore / Bengaluru

Annual salary range
3 - 5 years exp.
₹5.5 Lakhs - ₹9.1 Lakhs
Salary of majority employees
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77% more than the average Real Time Analyst Salary in Financial Services Companies for 3 - 5 years of experience

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Salaries in different departments

Data Science & Analytics
Real Time Analyst Salary
3 - 5 years exp. (3 salaries)
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₹5.8 L/yr - ₹9.1 L/yr

Customer Success, Service & Operations
Real Time Analyst Salary
5 years exp. (AmbitionBox Estimate)
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₹7.8 L/yr - ₹9.6 L/yr

Last Updated: 18 Aug 2024

Companies similar to Goldman Sachs for Real Time Analyst in Bangalore / Bengaluru

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Goldman Sachs Real Time Analyst Salary

3 - 5 years exp. (5 salaries)

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₹5.5 L/yr - ₹9.1 L/yr

vs
Company name Avg Annual Salary Open Jobs
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₹2.9 L/yr - ₹6 L/yr

arrow icon 37% less
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Teleperformance Real Time Analyst Salary

1 - 7 years exp. (32 salaries)

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₹1.7 L/yr - ₹4.8 L/yr

arrow icon 50% less
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Amazon Real Time Analyst Salary

1 - 6 years exp. (16 salaries)

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₹3.5 L/yr - ₹6.2 L/yr

arrow icon 35% less
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₹2.8 L/yr - ₹4.5 L/yr

arrow icon 51% less
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24/7 Customer Real Time Analyst Salary

0 - 6 years exp. (9 salaries)

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₹3.5 L/yr - ₹4.2 L/yr

arrow icon 46% less
Real Time Analyst salary at Goldman Sachs ranges between ₹5.5 Lakhs to ₹9.1 Lakhs per year for employees with experience between 3 years to 5 years. Salary estimates are based on 5 latest salaries received from various employees of Goldman Sachs.

Latest annual salaries shared by Goldman Sachs Real Time Analyst in Bangalore / Bengaluru

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3 years exp.
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5 years exp.
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5 years exp.
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3 years exp.

Experience wise Goldman Sachs Real Time Analyst salaries in Bangalore / Bengaluru

Last Updated: 18 Aug 2024

Experience Avg Annual Salary
3 years (AmbitionBox Estimate)

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₹5.4 L/yr - ₹6.8 L/yr
4 years (AmbitionBox Estimate)

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₹5.2 L/yr - ₹6.6 L/yr
5 years (AmbitionBox Estimate)

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₹8 L/yr - ₹10.3 L/yr

Similar Designation salaries in Goldman Sachs

Analyst Salary
(986 salaries)
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₹9.17 L/yr - ₹14.32 L/yr
Senior Analyst Salary
(793 salaries)
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₹5 L/yr - ₹19.34 L/yr
Senior Associate Salary
(242 salaries)
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₹8.67 L/yr - ₹27 L/yr
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₹3.5 L/yr - ₹10 L/yr
Team Lead Salary
(36 salaries)
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₹6.3 L/yr - ₹18.25 L/yr
Quality Analyst Salary
(26 salaries)
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₹4.5 L/yr - ₹9.5 L/yr
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₹5.56 L/yr - ₹30 L/yr
Deputy Manager Salary
(3 salaries)
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₹14.5 L/yr - ₹15.8 L/yr

Salary related reviews for Goldman Sachs

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

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

Dislikes

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

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

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

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.

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)

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Goldman Sachs Real Time Analyst Salary FAQs

What is the salary of Real Time Analyst at Goldman Sachs Bangalore / Bengaluru?
Real Time Analyst salary at Goldman Sachs in Bangalore / Bengaluru ranges between ₹5.5 Lakhs to ₹9.1 Lakhs for experience between 3 years to 5 years. According to our estimates it is 77% more than the average Real Time Analyst Salary in India. Salary estimates are based on 5 latest salaries received from various employees of Goldman Sachs Bangalore / Bengaluru.
How does the salary of a Real Time Analyst at Goldman Sachs Bangalore / Bengaluru compare with the average salary range for this job?
The average salary of a Real Time Analyst at Goldman Sachs is 77% more than the average salary of a Real Time Analyst in Bangalore / Bengaluru. To know exact salary insights, login to view.
What is the salary of a Real Time Analyst in companies similar to Goldman Sachs in Bangalore / Bengaluru?
  • Amazon Real Time Analyst Salary - ₹3.5 Lakhs to ₹6.2 Lakhs per year
  • Concentrix Corporation Real Time Analyst Salary - ₹2.9 Lakhs to ₹6.0 Lakhs per year
  • 24/7 Customer Real Time Analyst Salary - ₹3.5 Lakhs to ₹4.2 Lakhs per year
  • Teleperformance Real Time Analyst Salary - ₹1.7 Lakhs to ₹4.8 Lakhs per year
  • Hewlett Packard Enterprise Real Time Analyst Salary - ₹2.8 Lakhs to ₹4.5 Lakhs per year
What is the estimated take home salary of a Real Time Analyst at Goldman Sachs in Bangalore / Bengaluru?
The estimated take-home salary of a Real Time Analyst at Goldman Sachs ranges between ₹53,086 per month to ₹54,407 per month in Bangalore / Bengaluru. The take-home salary calculation is based on the average Goldman Sachs Real Time Analyst salary in India which ranges between ₹5.5 Lakhs to ₹9.1 Lakhs per year for employees with experience between 3 years to 5 years. Check how did we calculate take home salary?
What is the notice period for Real Time Analyst at Goldman Sachs in Bangalore / Bengaluru?
According to AmbitionBox, 100% of the Goldman Sachs Real Time Analysts in Bangalore / Bengaluru reported a notice period of 1 Month.This is based on 2 responses on AmbitionBox in last 2 years.

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Goldman Sachs Real Time Analyst salary in Bangalore / Bengaluru ranges between ₹5.5 Lakhs to ₹9.1 Lakhs with an average annual salary of ₹unlock blur. Salary estimates are based on 5 Goldman Sachs latest salaries received from various employees of Goldman Sachs.