SG COWEN: NEW RECRUITS

Submitted by:
Section 3 Group 3
Abhishek Jay Kaushal – FT203002
Shivanshu Shrivastava– FT203074
Srinivasa Raghavan – FT203081
Sweta Singh – FT203087
Vineetha Abraham – FT203093
Vishnu C – FT203099
INTRODUCTION: SG COWEN
 An international bank based in France and founded in 1864, nationalized
in 1945 and privatized in 1987
 In 2000 SG was the largest bank in the world having assets of 430 billion
 Cowen is founded in 1918 as a small bond brokerage and was acquired
by SG in 1998 by paying $600 million
 SG Cowen investment bankers focused on emerging growth companies
on two volatile but highly profitable areas that is health care and
technology
SG COVEN : CURRENT HIRING PROCESS

 Cowen had hiring programs in some of the top campuses.

 They also accepted CV’s from candidates who did not participate in the
on-campus program
 Each school was assigned a team captain
 Then they conducted the first round of interviews where they decided
who gets to go to the Super Saturdays
 They select candidates who aligned in their interests
ASSESSMENT OF SELECTION PROCESS
 On-Campus Round
 Team captains to give the informational sessions and conduct the interviews
 There may be a personal bias in the process of selection
 For their extra effort , the team captains are rewarded with the year end bonuses
and are also held liable for the performances of their recruits.
ASSESSMENT OF SELECTION PROCESS
 Super Saturday
 Decision collectively carried out by the bankers
 As the event takes place on a Saturday , which is free time for most of the bankers ,
they get the procedure over with as quickly as possible
 Sometime getting to a consensus becomes difficult as some bankers give more
priority to certain attributes as opposed to others
 But here there is less chance of any type of selection bias.
RAE'S STRATEGY
 Rather than going to all top 25 B-Schools , Rae decided to only
concentrate on 10th to 25th ranked schools.
 At top B-Schools bigger players attract more attention from the Best
students.
 At these 15 B-Schools , they were hiring the top of the class students
and these students tended to be more loyal.
THE DECISION TO BE MADE
 There where 30 positions of which 15 were filled internally
 From the remaining 15 only 2 positions were left for which there were
4 candidates to select from-
1. KEN GOLDSTEIN
2. ANDY SANCHEZ
3. NATALIA GODLEWSKA
4. MARTIN STREET
THE CRITERIA USED BY SG COWEN IN
MAKING HIRING DECISIONS
 Bankers filled up the grid sheets and voted to make a case on behalf of
their candidate.
 Candidate should be a self starter.
 Having been an entrepreneur makes a big difference
 Having a personality helps as the company values creativity and energy.
CANDIDATE SELECTION
NATALIA GODLEWSKA ANDY SANCHEZ
PRO’S PROS
- Analytical knowledge - Takes big initiatives
- Determination and ambition - enthusiastic and social personality
- Highest GPA - Outstanding interpersonal skills and
- Excellent references form previous job entrepreneurial inclinations
- SAT and GMAT high scores
CONS CONS
- Little trouble with spoken English - Low GPA
- There was a lack of cultural fit - May not be able to detach from his own
business which he runs

YES YES
CANDIDATE SELECTION
KEN GOLDSTEIN MARTIN STREET
PRO’S PROS
- PWC experience 5 years - Leadership Skills
- Investment Background - Dynamic personality
- Confident personality - Strong social skills
- Presentation and articulation skills - Confident and articulate

CONS CONS
- Too mature - May switch to other company as he was
- May dislike taking orders taking part in a lot of recruiting events
- May not be willing to give 24/7 as his - Not sure if he would accept the offer
other associates

NO NO
THANK YOU!!