gowork.uk Open in urlscan Pro
104.21.92.117  Public Scan

Form analysis
0 forms found in the DOM

Text Content

Reviews about companies
Recently added Top companies
Earnings in companies Blog
About us
For users For companies Gowork Transparency Report
For companies
Reviews about companies
Recently added Top companies
Earnings in companies Blog
About us
For users For companies Gowork Transparency Report
For companies



GOLDMAN SACHS INTERNATIONAL

Rating 5/5
based on 1 ratings
PLUMTREE COURT 25 SHOE LANE LONDON EC4A 4AU UNITED KINGDOM
TIN: 02263951 Phone: +44 20 7774 1000
https://www.goldmansachs.com/
Rating 5/5
based on 1 ratings
   
 * Reviews
 * Contact
 * Salary
 * Poll
   


GOLDMAN SACHS INTERNATIONAL REVIEWS

4 Followers Follow
Rate the company
Share your experience to help others

Rating
5
in total 1
100% of people recommend this company

5 stars

100% ratings
4 stars

0% ratings
3 stars

0% ratings
2 stars

0% ratings
1 star

0% ratings
Read more



WHAT DO YOU WANT TO KNOW ABOUT GOLDMAN SACHS INTERNATIONAL?


All
Positive (1)
Neutral (3)
Negative (1)
Latest reviews
Last answers
The most popular
We do not verify the experience of users
Read more
🔥
Easy to get VP Executive Director at Global Markets - front offi 2023-05-20
12:53 Happening date 2022-03-20


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 sex, 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, sex, 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)

WARSAW:
Polish entity was opened as management still highlight due to cost savings
reasons (labour still cheap, although cost of living in Poland already caught up
with some Western Countries!) che3ck m2 square meters vs salaries in Polish GS,
compare those with colleagues in Dublin, Zurich or London! Nevertheless breaking
into Goldman is the easiest in Warsaw among all European location as ED as
example barely met managers levels, most do not have even qualifications, nor
financial background (some has diplomas the weakest local unis!) rest bough MBAs
which do not provide any banking expertise, above generic 12months most training
how to manage people way smarter than yourself.IF you read GS review globally
you will notice that people hate having those, unexperienced, unqualified
individuals only nominated because being women or etc HR KPIs as lack of
competences is easily showing off.
Not surprise some roles import colleagues from India for the same reason, but
never ask us from west to consider relocation as assuming we are too
overqualified and too expensive for their targets. Well know-how and quality
requires cost and can be easily subsidise by cheap and unqualified labour.

Only pros Warsaw is fact is you are liked, if you are networked you can somehow
managed at junior level (nb transfer unqualified Polish EDs etc) to other
locations which is something standing GS above other banks do not even
considering allowing even the brightest minds to make such expensive for them
movement. For most they love underpaid great staff working for half what they
would have to spend in London or 30% that they pay in New York (US always pays
30-40% better!). If you want to learn from the best than Warsaw is the weakest
the bank office now in Europe, you would benefit more breaking into Frankfurt or
London, or even small as 20 FTEs Dublin's office.

To summarize over my experience in GS you will see one of the bests in
investment banking people (worth to learn from them) qualified, with Phds in
narrow quats or IB field and generalist, without any qualifications or bought
MBAs (meaningless across even London's banking financial service sector as most
banks ignore those, everyone can do them it is a matter of $$ even outsource due
to laziness or lack of time most to copy writers). They normally very weak, easy
to challenged (reason why most of them will discriminate you feeling being
threatened, more skilled than themselves colleagues) use micromanagement and
delegating tasks they do not even understand first. We call them self-proclaimed
leaders as if not HR mistakes to recruit them they won't stand a change to more
rounded and qualified colleagues.
Better choose wisely with who do you want to work as 2 kind will drawn you
rather allow you to be promoted...this is a rule as much in London and lower
office like Warsaw, the only difference is salaries and recognition as London is
recognized globally, when nb ever heard about GS in Poland.

True (5) False
Answer

Show more answers (7)
Ergo 2023-06-06 16:34 Happening date 2016-06-06

@Easy to get VP Executive Director at Global Markets - front offi

It has come to my attention that the Human Resources department has not
exercised due diligence in properly evaluating this individual's credentials.
They have failed to conduct the standard practice of conducting thorough
background checks, including a review of their employment history spanning
several years and obtaining references from at least two previous employers. It
is evident that this person's appointment was based on privileges,
recommendations from influential individuals, or personal connections, rather
than being recruited on the basis of their competencies. This has resulted in a
significant level of frustration among us, as this individual's qualifications,
or rather their lack thereof, are shockingly inadequate. In comparison to the
remuneration they are receiving at (deleted by the administrator), it is
apparent that their qualifications are far below the industry standard, and it
is regrettable to witness such a discrepancy.
ChatGPT
If this individual had gone through the GS pipeline process for their
application, it is highly probable that comprehensive reviews spanning even more
than 10 years would have been conducted, leading to the discovery of most, if
not all, of these inadequacies. The absence of such thorough evaluation in this
case is truly shameful.

My best guess (deleted by the administrator) HR was lied to as she would never
been recruited after disciplinary layoff so easily, than Gs HR just took this
for granted instead doing proper own checks.Slappy and quick as maybe they need
this process operator so desperately to cut a red-tape or she was as I have said
borough by sh higher up.(deleted by the administrator) it happens at GS too

True (1) False
Answer

FICC 2023-09-09 14:33 Happening date 2023-09-09

@Easy to get VP Executive Director at Global Markets - front offi

It is evident that the individual in question, the one person within whole UK
Goldman Sachs who promotes herself on social media as a "CMI" holder, a
designation that lacks genuine accreditation, not even examinable and is often
included without additional cost in basic MBA programs, such as the one offered
at her alma mater, the University of West London (which notably lacks a
financial-focused curriculum and is not subject to examination), wouldn't even
pass basic analyst assessments at Goldman Sachs.

It is improbable that she would be able to secure a position in the front
office, let alone assume a leadership role in managing personnel. Yet, somehow
HR allows her to manage people more qualified, skilled much more smarter than
she is!

Should someone assert that connections and diversity and inclusion (D&I) bias
are inconsequential factors at the senior level, particularly in the context of
people management within the Sales & Trading division of Goldman Sachs, division
renowned for its historical excellence but now a laughing stock thanks examples
like this one (only Investment Banking Division still holds there its quality)
as we are seeing random people being recruited, especially forced women when so
many great female candidates are awailing on internal transfer.

This situation serves as a compelling illustration of the discernible
discrepancies within the Global Markets/Sales & Trading division at Goldman
Sachs, and underscores the pivotal role that Human Resources (HR) causes those
sort of pathologies.
In this case not analyst but this weak and unqualified ED will be learning from
them not other way round!

True False
Answer

Mickky 2023-09-30 11:07 Happening date 2023-09-30


In other words, Goldman's GBM - Sales and Trading is nowhere near other front
office IB or research teams, in terms of selection quality, as evidenced by the
large number of random as above senior-level individuals (aside from possibly
traders, who are far more technical). Who wouldn't even pass a superday for the
analyst selections, which they manage on a daily basis. They are not experts,
who have earned subordinates respect as a result of their knowledge or hard
abilities but just resource administrators. They are indeed bs mentors :P

True False
Answer

2023-05-11 09:40


How has GOLDMAN SACHS INTERNATIONAL adapted to stay ahead of changes in the
financial services sector?

True False
Answer

2023-02-24 11:00


GOLDMAN SACHS INTERNATIONAL for 4 time in the last 12 months is looking for new
candidates for the position of Operations Manager. Is it because of the
development of the company or because of the high turnover?

True False
Answer

🔔
4 users follow the company



Join them!
Rate this company
Date of experience


I accept the terms and conditions of the site Read more

Add

7 months ago

GOLDMAN SACHS INTERNATIONAL for 4 time in the last 12 months is looking for new
candidates for the position of Operations Manager. Is it because of the
development of the company or because of the high turnover?

7 months ago

GOLDMAN SACHS INTERNATIONAL is recruiting again for the position of Operations
Manager.

--------------------------------------------------------------------------------

Recommended
ACQUIRITY
PROTECH TIMBER ENGINEERING
GROUND SOLUTIONS UK
AIS UTILITIES
MGM HOMES TELFORD
Same city
GALLEON WEALTH MANAGEMENT
BLU DEVIL
RAGLAN CAPITAL
CRANEFISH
CLEMFIELD SOLUTIONS
From the same industry
GREATCOAT LONDON
MOON COLLIDER
SPARK PRODUCT SOLUTIONS
MAJORDEAN
NINGBO XINYANG TRADE
From the same region
PARK PROPERTY MAINTENANCE
KEYNSHAM STORAGE
YEW TREE HOUSE RTM COMPANY
NIKI TRANSPORT
DRAGON ASSOCIATES
Other popular companies
BUDS FX
BELMONT LAVAN
VARLINK
GREENSHAW LEARNING TRUST
FLY CARGO HAULAGE


Add a review


INFORMATION ABOUT THE COMPANY


Correct company data
TIN: 02263951
PLUMTREE COURT 25 SHOE LANE LONDON EC4A 4AU UNITED KINGDOM
+44 20 7774 1000
Creation date: 02/06/1988
https://www.goldmansachs.com/
Linkedin
Gowork: how do we work?
How do we verify reviews?

Gowork does not verify the user's identity and his experience with the company.

Reviews are published without prior moderation (the a posteriori rule applies).

Every member of our community has the right to report offensive reviews via the
contact form.

We use algorithms to detect defamatory content and spam.

Reviews that breach the rules will be removed from the site.

We do not remove reviews that comply with Gowork policies.

Learn more about how we are tackling non-substantive content and ensuring
quality.

Who can publish a review?
undefined
The order of reviews
undefined
Premium profiles
undefined
Back to reviews
See a review that does not comply with the Gowork Terms of Use
Report a review


OTHER COMPANIES

BNY MELLON NOMINEESLISTERSFINANCE RECRUITMENT SOLUTIONSCLARIONCLOSE
BROTHERSMORGAN STANLEY LANGTONTONI & GUYAUXILLISFINANCE FOR INTERNATIONAL TRADE
Finance and Insurance
 1. Reviews about companies
 2. Reviews
 3. London
 4. GOLDMAN SACHS INTERNATIONAL reviews
    

GOLDMAN SACHS INTERNATIONAL
5

Add a review

Follow the thread
The page has changed. Please, click here to reload page

© 2023 Gowork.com
Search for company reviews

This site is protected by
reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

 * Terms of use
   
   
 * Privacy policy
   
   
 * Gowork Transparency Report
 * Map of the page
   

 * Contact
   
 * GoWork FR
 * GoWork DE
 * GoWork IT
   
 * GoWork ES

Cookies settings

This website uses data such as cookies to enable essential site functionality,
as well as marketing, personalization and analytics. You can change your
settings at any time or accept the default settings. For more information on
your personal data, please see our privacy policy.

Manage consent preferences Reject all Accept all