SG COWEN

NEW RECRUITS

Group B-9
Amritanshu Amrit 81
Asmita Srivastava 90
Bikramjit Dey 92
Dhritiman Pal 95
Sahil Bajaj 124
EVALUATION OF THE HIRING PROCESS
➤ Focus on a diversified group of people not just restricted to B-schools.
➤ Greater emphasis on talent and committed employees across the whole hiring
process.
➤ Encourage in house talent to perform better, and not restrict them based on
their qualification.
➤ Designated team captains to create better connect and assessment of students.
➤ Bank professionals instead of human resource professionals are engaged as team
captains thus leaving a void for bias and value mismatch.
➤ Streamlined process to accommodate all shortlisted candidates for final
interviews on a single day called “Super Saturday”.
➤ Super Saturday is an exhaustive process and might lead to fatigue or wrong
judgements on the part of banker.

KEY DECISION POINTS IN HIRING DECISION
➤ Candidates should be from Premium Business School.
➤ Candidates who have a proven track record and can learn quickly.
➤ Candidates who have good interpersonal skills.
➤ Candidates who will remain loyal to the Company.
➤ Candidates who are passionate about their work and committed to
excellence in work.
➤ Candidates who can take ownership of work and drive things.
➤ Candidates who fit well within Organization’s Culture and can work
well with team-mates.
➤ Candidates who are technically sound and exhibit creativity in their
work.
EVALUATION OF HIRING CRITERIA
➤ Commitment to Firm : Hiring Process is time consuming and involves significant
costs. Candidate is evaluated whether he/she will be loyal to the company.
➤ Interpersonal Skills : As the associates will be working in small teams to interface
with clients, candidates must have strong communication skills along with negotiation
skills .
➤ Leadership Skills : As it is a small firm, candidates are required to step up and take
ownership of work . Leadership potential of candidates is evaluated based on previous
experience.
➤ Technical Skills : Candidate is extensively judged on technical competencies and
creativity as clients choose the firm because of the quality of the service it provides.
➤ Work Ethics : It is important that candidate must be a team player and understand the
values and mission of the firm. Candidate is expected to be flexible in his/her
approach.
➤ Grades and GMAT Score do not necessarily reflect the true potential of the candidate
and these two factors can be omitted from the process while making the final decision.
PROBABLE CANDIDATES TO BE SELECTED
The two candidates I would select are Natalya Godlewska and Ken Goldstein for the following reason.

Natalya Godlewska :

➤ Relevant educational background in finance, in addition to her past work experience in a firm that developed M&A
software.

➤ She displayed in depth knowledge of the financial markets and high analytical skills in all the interviews.

➤ Highly recommended by her referee as someone who was very determined, ambitious, and ready to work hard.

➤ Highest GPA in her under grad course as well one of the top candidates to be referred to Super Saturday from Cornell.

➤ Multilingual and positive energy will add to her being a great hit with the clients.

Ken Goldstein:

➤ Displayed high managerial skills in her past experience while engaging in various financial aspects during her tenure
at PwC.

➤ Highly recommended by the referee as being a candidate who has been in the top 5% of such a big firm as PwC.

➤ Very matured and can be a value add in the team.

➤ Hard working and dependable considering his relevant past experience.

“
We are who we recruit.

-SG Cowen Professional