Great
Easy to get Executive Director(ED) at sell Markets, S&T role in London - if you know how to play the diversity card and corporate game.
Some people are saying that getting into Front Office, Sell - side ,FO @London is as much difficult as NY, that’s not entirely true. As I was recruited directly by HR from its main competitor typically for higher grades. However, I can call myself a lucky person as managed to land a ED role pretty easily within front office S&T department although: - I'm absolutely 100% NONE TARGET (Uni, MBAs, background etc), - I have never finished my 2nd major - nor ACCA, failed at 1st exam - same goes to FCA with 20% passing rate vs MBA all get trough 100% if you pay them... Instead I used simple MBA as cheat trick which banks like GS, Morgan etc to many surprise still buying it…so, so easily. Do not differentiate between real MBA (those cost small fortune) and MBA-ish like that one I have committed/bought - you name it.It fit the purpose allowing HR to tick of box for people management and promotion...so naïve... - My background by any means wasn’t obvious choice for FO as I was coming from generic operations Firmops experience, never been involved in actually sells pitching, nor direct sell to clients interaction and not like most transfer I've heard about I wasn’t coming neither Risk or Research nor Markets exp - I haven't got any target Ivy(US) /Russel Group(UK) business diploma – nothing further from this in fact, as I have graduated mediocre accounting major in one of Easter European Unis, not even the most competitive major to start with, which believing urban - I’m not qualified – neither FCA, FRM, ACCA, in fact Analyst I managed are more technical superb than me as far my +15 YOE operational support goes. - CHEAT TRICK -- I have bought/completed one of the cheapest (due to budget limitation and language barrier) non-target (as some called Micky Mouse MBA) London’s MBA – costed about +£16k, which was later luckily merged with City Uni giving label boost a bit. Main requirement was pass basic IELTS test not like in more professional MBA programmes (GMAT)When most of my colleagues @ Goldman in comparison have graduated LSE etc. (costed £110k-140£k eMBA) due to problems with communication I was also forced to use extensive help copywriters to achieve my final result. One of advantages MBA over restrict self study qualification (where you can't cheat, use 3rd parties to help you get a score etc) is that relaxation of any rules, as many people and alumni was doing the same, due to work commitments etc. 99% MBAs is simply buying degree business, won't make you better banker, professional, questionable leader without technical knowledge CFA provides in contrast, as challenge those bosses is way too easy and they are way too weak - I was lucky as HR hasn’t screened the reasons why I was disciplinary terminated @Merrill my previous not last bulge bank back in 2015, focusing on my last only bank instead and my latest recommendation instead. Lucky this hasn’t impacted my on boarding and screening! - My communication skills although average as I have never studied English language as my first foreign language, nor eastern accent luckily hasn’t impacted my chances. I know it is huge obstacle in other FS sectors. - Finally if I were a men probably not meeting diversity targets (GS it is no surprise aims to increase % women in FO giving us a bit blind eye, I wouldn’t stand a chance among male colleagues) 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. Fantastic salary bump over Morgan. “The firm is committed to providing equal employment opportunity (EEO) to all qualified persons without regard to any characteristics protected by law, including race, nationality, sex, gender, religion and age.” Well one-way official policy, the reality is the other way round. That’s depends on people. I’m keep telling friends that in this business and such completive environment, there is no space for too old, too experienced candidates as they tend to create leaderships challenges and raising questions about operational sense and ways of doing things. When speed and accuracy are the most important in this role alongside soft skills managed highly skilled professionals. I personally tend to recruit only young candidates, who are willing to make extra effort, work long hours and do not challenge supervisors causing unnecessary fractions. Everyone is friendly but most defend their own opposition and pivot on visibility projects, and achievements all the time delegating less interesting work below. To summarize I'm lucky as HR could easily promote (no brainer) somebody internally, domestic grown rather reaching out for mediocre person from outside, only as I have been working on this specific process. Can imagine how fed up must be GS employee.