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SG COWEN : NEW RECRUITS
INTRODUCTION
Born after Societe Generale purchased Cowen and Co. in July 1998.
SG was an international bank based in France privatised in 1987.
One of the worlds largest banks with assets over $430 billion as of Dec
2000.
Wanted a foothold in investment banking in US.
With 1500 professionals they planned to remain a Boutique firm.
Their major focus was on healthcare and technology.
Current CEO Peter A. Cohen.
Former CEO Kim Fennebresque.
BRIEF SUMMARY OF
THE CASE
The Co has made hiring decisions to fill a new class of 30 associates.
Chip Rae was the director of recruiting at SG Cowen.
8 people already working in summer internship have been given fixed
employment and rest 7 third year analyst already working have been
promoted to the associate level.
Rest 15 candidates interviewed from top B Schools and non core schools.
Hiring criteria done in 3 stages :a) Informational Interviews.
b) On campus rounds.
c) Super Saturday
PROBLEM
IDENTIFICATION
CANDIDATES ANALYSIS
NATALYA GODLEWSKA
MERITS OF NATALYA:1. Excellent finance background, good analytical knowledge and great
understanding of financial market.
2. Background checks revealed a positive and convincing response from
her past supervisor.
3. She is determined, ambitious and hard working.
4. Many bankers said that she is go-getter, has positive energy and can-do
attitude which can be a hit among clients.
DEMERITS OF NATALYA:5. One associate felt that Natalya might not be culture fit with other
employees as she seemed stiff and uncomfortable during small talks.
6. Managing director felt that her less than perfect English will effect
her ability to work smoothly with managers.
MARTIN STREET
KEN GOLDSTEIN
ANDY SANCHEZ
MERITS OF ANDY: A good entrepreneur with 3 years of experience in running his own firm.
Enthusiastic and personable.
Creative and possess good leadership skills.
Good motivator.
DEMERITS OF ANDY: Undergraduate GPA was of big concern.
No sufficient financial credentials and technical finance knowledge
required for this job.
No corporate culture experience of working under supervisors and taking
orders.
No guarantee of continuity in SG Coven.
RECOMMENDATIONS
FOR DECISION MAKING
According to our discussions and critically analyzing the pros and cons of each
candidate, we all came up to a mutual decision that :
Natalya Godlewska and Ken Goldstein should be selected because when we
analyzed their evaluation forms and their merits and demerits we found out
that they were fitting the eligibility criteria of the company.
The CEO of the Co wanted the candidates to be Culturally fit and
Possessing good financial and analytical skills.
THANK YOU