GLG

2,0

29 okt 2016

Anonieme werknemer

Aanbevelen

Goedkeuring directeur

Zakelijk vooruitzicht

Pluspunten

Several of my direct managers were smart and genuinely cared about my happiness and success. No real complaints there. GLG does hire SOME smart, interesting people -- I sought those people out and made some amazing friends. The new office is a fairly nice work environment. If you are direct out of undergrad (90% of the company), you will basically experience a dark version of a 5th or 6th year of college (because you will feel like you're at a frat house, but stressed and working constantly). On that note, if you want to gain responsibility as a young professional, you can typically do that at GLG.

Minpunten

If you have any prior work experience, I strongly discourage you from taking a role at GLG, which is sad because I believe the business would be more infinitely more balanced and healthier if they actually had a true middle management layer. Very rarely do they hire anyone as a manager, so despite leadership experience, you will start at level 1 with all the undergraduates. Intellectually satisfying for approximately 3 months. You can learn to do these tasks, even in "Research," without applying creativity or ingenuity. This is a highly transactional environment. You need less time to think, more time to execute. They are really trying to elevate what they "do" as a business, but at the end of the day, the bread and butter product is a brief phone call between "experts" and the clients. Clients sometimes care about the GLG employees, but I found they rarely cared about the professional consultants. Total lack of respect for the professional's time, schedule, boundaries, etc. I also found the longer the tenure, the more inconsiderate GLGers became towards Council Members. Run predominately by 23-25 year old egomaniacs. There is a major sense of superiority among the different financial services teams as well. There are people in upper management who have been there for too long and who everyone acknowledges thwart progress and satisfaction among employees. There are an abundance of meetings. Less meetings and more time to actually work and leave at a decent hour would be encouraged. Typically inflexible when it comes to working from home (even though vast majority of work doesn't require you to be there). The hours are absolutely atrocious. If you aren't working all the time, then you aren't an asset to them. They praise work-a-holics. A lot of disparity depending on which area of the business you support - this goes between businesses (Corporate, Life Sciences, NAFS, PSF) and within the business themselves.

Reactie van GLG

I co-hosted the GLG Town Hall in which Alexander responded to a question about how he considers feedback from Glassdoor, as referenced in the Advice to Management section above. Alexander’s response was misinterpreted by this reviewer. The point Alexander was making, as shown by the quote that follows, was that our hiring process needs to be fully transparent so people know what to expect. Here’s his answer, as taken from the recording: “I don’t read all of them [Glassdoor reviews]. The team reads them and shows them to me. Gosh, there are a lot of different types of reviews. I take the collective feedback seriously. I guess one type of feedback that I take particularly seriously is when people feel frustrated that they feel the job is not as billed or [is] just call scheduling. I take that as, 'oops we got our hiring process wrong.’ We need to be totally transparent about the job, and somehow it didn’t work with that person. And that seems like a fixable problem, and we’re going to work really hard to fix that, and we are working hard to fix that. We want to be super clear about what is the role and what are the roles so people come in eyes wide open. The second point of, 'is it just a call scheduling job'-- I resent that opinion because I think it’s both our fault and it’s the employee’s fault but it doesn’t need to be so. Meaning that this role of being a service professional here can be as - if you want to call it - strategic and as entwined with the customer’s thought process as you make it. And it’s totally a gap between your ability to execute and our ability to train you and our presence as a company, meaning people’s understanding of what we do, that sits between us solely doing scheduling and…[becoming a client’s learning partner]. That said, there are some solutions we can put in place, like a call scheduling system or even a team that schedules calls to reduce that burden. We have those teams but not at the level that we might – so there’s a chance we might be able to expand them. So I take those collective ideas seriously.”

Okay for a first job, steer clear otherwise - werkgeversreview Anonieme werknemer bij GLG

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