SG Cowen: New Recruits Case Analysis

SG Cowen is a financial industries firm based in US. The firm is looking for its Associate
program. The case outlines the methods, process and decision criteria that the company uses to
arrive at the final decision. As per our team’s analysis please find the answers to the questions
below:

Question 1: Is the recruitment strategy of SG Cowen aligned to its Organizational Strategy.

Yes/No. Explain.

Yes, the recruitment strategy of SG Cowen is aligned to its organizational strategy.

Question 2: What is your evaluation of the criteria used by this organization in making
hiring decisions?

 Cowen’s main aim is to find loyal, committed candidates with a strong culture fit.
 Diversity in hiring process - Talent pool through which candidates were hired :
1. Analysts who have completed three years at the firm - Hiring from analysts
makes the recruitment process easier because these candidates have been with the
firm with three years. They have a better understanding about the firm and have
proven their cultural fit.
2. Summer interns with the firm
3. Campus recruitment from top 30 business schools
 Finance background - Candidates with Finance were hired. Either candidates should
have a degree in Finance or should have relevant Finance work experience.
 They were very careful and cautious in their hiring process
 Unbiased Selection Process - They were not biased in their selection process and were
not just in favor of candidates from their own alma maters.
 They emphasized on practical knowledge rather can mere grades in academics
 They hired dedicated, self motivated candidates with right attitude
 Super Saturday post lunch process - The collective decision making process
lacks a proper structure. The process is more qualitative than quantitative. The process
relies on the recruiting skills of the bankers who are more suitable to evaluate the job
talent of the candidates which forms only a part of the objective of recruitment process.
One managing director gets turned off by the “salesy” nature of the candidate while
another feels that he is eager to contribute and has a great attitude. When there is
 disagreement on candidates, it is observed that the interviewers on both sides have strong
positive or negative opinions about the candidate in question. Thus, there is a deadlock
in the process.
 Testing culture fit at first stage – The firm followed the candidates for cultural fit in the
first round by asking questions about work and education experience and this was used as
one of the criteria for eliminating candidates. Research findings have exposed the myth
that companies that screen for values have better performance than those that screen for
intelligence. The research suggests that though culture is a good determinant of job
satisfaction and longevity in the firm, it has low correlation with job performance.
Moreover, given that cultural fit should be given secondary importance and should be
done at a later stage in the process
 Made sure that candidates are relaxed and comfortable before Super Saturday
 They did reference checks with previous employers and ensured that candidates gave
the right information
 We were evaluating candidates on leadership, interpersonal and technical skills.
Technical skills included Creativity, Modeling, Accounting/Finance

Question 3: Which two candidates would you select if you were a member of the Recruiting
Committee?

We would like to select Andy Sanchez and Natalya Godlewska for Cowen because they are
culturally fit and have all the relevant skills for the Associate position. Please find the detailed
explanation and our evaluation criteria below:

Andy Sanchez:

 Strong entrepreneurial spirit

 Demonstrated leadership skills
 He is a self starter. He has his own venture with good amount of profits
 He is responsible and mature – during graduation he started his own venture to earn
money so that he can sponsor his education and run his family
 Highly ambitious
 Go getter
 High score in GMAT & SAT – this shows his commitment towards his passion and result
oriented skill
 He is self driven, confident and a risk taker and innovative
 He was eager to join Cowen. He was well aware about the company
 He was from Finance background
Natalya Godlewska:

 Degree in Finance with highest grade point average

 Well versed with multiple languages – Russian, Polish, German and French
 Has 4 years relevant work experience
 Had Analytical rigor and immense Finance market knowledge
 Determined, ambitious and a hard working and committed
 She was highly recommended by her referee and she displayed a can do attitude
 She will be hit with the clients due to her positive energy
 She showed genuine eagerness to join Cowen. She called numerous bankers to
know more about the company