What is the hiring process like at Goldman Sachs?

Interview process was very smooth, mostly behavioral + basic market knowledge.

Onboarding process is a bit unclear, especially since recruiting and interviewing for the role occurs approximately 18 months before starting the position.

The salary is good, and the initial interview process was pretty fast

After receiving an offer, I waited for four months for my start date. However, the company withdrew the offer as I did not have a bachelor's degree, even though it was not required for the position.

Had good and smooth hiring process

Happy with the support from eTeam

Goldman Sachs, a name synonymous with global finance and prestige, is often lauded for its cutting-edge financial services and innovative approaches. Yet, beyond its towering presence in the world of finance, lies an aspect often overlooked—the welcoming and inclusive environment it fosters within its office spaces. As an integral part of the professional landscape, Goldman Sachs sets itself apart by prioritizing a friendly and supportive workplace culture, which undoubtedly contributes to its continued success. Here, we delve into what makes the Goldman Sachs office environment truly exceptional. Warmth in Welcoming Spaces: Upon stepping foot into a Goldman Sachs office, one is immediately struck by the inviting ambiance. From the sleek yet comfortable furnishings to the open floor plans that encourage collaboration, every aspect of the workspace is designed with the comfort and productivity of employees in mind. The reception area exudes warmth, with friendly faces ready to assist, setting the tone for a positive experience from the outset. Inclusive Culture: Goldman Sachs prides itself on fostering an inclusive culture where every voice is heard and respected. The company actively promotes diversity and provides resources for employees from all backgrounds to thrive. Whether through employee resource groups, mentorship programs, or diversity initiatives, Goldman Sachs demonstrates a genuine commitment to ensuring that everyone feels valued and included. Collaborative Spirit: One of the hallmarks of the Goldman Sachs office environment is its collaborative spirit. Teams seamlessly work together, sharing ideas and expertise to tackle complex challenges. The open layout encourages spontaneous interactions, fostering a sense of camaraderie among colleagues. Whether brainstorming in the breakout areas or hashing out strategies in meeting rooms, collaboration is at the heart of every endeavor. Supportive Leadership: At Goldman Sachs, leadership isn't just about making decisions from the top-down; it's about empowering employees at every level. Leaders are approachable and accessible, providing guidance and support to help their teams excel. Whether it's through regular check-ins, career development opportunities, or feedback sessions, employees feel valued and supported in their professional growth. Work-Life Balance: Contrary to the stereotype of long hours and high stress, Goldman Sachs prioritizes work-life balance. Flexible working arrangements, wellness programs, and initiatives promoting mental health ensure that employees can thrive both personally and professionally. Whether it's taking advantage of onsite fitness facilities or participating in mindfulness workshops, Goldman Sachs recognizes the importance of holistic well-being. Conclusion: In conclusion, Goldman Sachs goes beyond its reputation as a global financial powerhouse by fostering a truly friendly and inclusive office environment. From the moment one steps foot into its welcoming spaces, it's evident that this is a place where employees are valued, supported, and empowered to succeed. Through its inclusive culture, collaborative spirit, supportive leadership, and commitment to work-life balance, Goldman Sachs sets the standard for what a friendly office environment should be. For those seeking not just a job, but a fulfilling career in a supportive community, Goldman Sachs stands out as an exemplary choice

In the ever-evolving landscape of employment practices, the decision to delay permanent hiring can have significant ramifications for both employers and prospective employees alike. While temporary arrangements may seem convenient in the short term, they often come with a host of cons that can impact morale, productivity, and ultimately, the success of an organization. Let's delve into the drawbacks of not hiring permanently in a timely manner. 1. Decreased Employee Morale: One of the most significant cons of delaying permanent hiring is the negative impact it can have on employee morale. Temporary employees may feel undervalued or disposable, leading to a lack of commitment and engagement in their roles. This can result in decreased productivity, increased turnover, and a decline in overall workplace satisfaction. 2. Loss of Talent and Expertise: Top talent is in high demand, and delaying permanent hiring risks losing valuable candidates to competitors who offer more attractive employment opportunities. Skilled individuals may be hesitant to commit to a temporary position without the promise of long-term stability, leading them to seek employment elsewhere. This loss of talent can hinder organizational growth and innovation. 3. Disruption to Workflow and Continuity: Temporary hires often require time to acclimate to their roles and become fully integrated into the team. Continuously cycling through temporary employees can disrupt workflow and hinder productivity as teams adjust to new members. Additionally, temporary staff may lack the institutional knowledge and continuity necessary for long-term projects, leading to inefficiencies and delays. 4. Increased Recruitment Costs: Constantly hiring and onboarding temporary employees can incur significant recruitment costs over time. Expenses related to advertising, interviewing, and training add up, particularly if turnover rates are high due to the temporary nature of positions. In contrast, investing in permanent hires can result in long-term cost savings by reducing the need for frequent recruitment efforts. 5. Legal and Compliance Risks: Navigating the complexities of employment law and compliance regulations becomes increasingly challenging when relying heavily on temporary staff. Failure to adhere to labor laws regarding temporary employment, such as classification of workers and compliance with wage and hour regulations, can result in legal repercussions and financial penalties for employers. Conclusion: In conclusion, the decision to delay permanent hiring comes with a host of cons that can negatively impact both employers and employees. From decreased morale and loss of talent to disruption of workflow and increased recruitment costs, the drawbacks of relying on temporary arrangements are significant. Employers must carefully weigh the short-term convenience against the long-term consequences and consider the importance of building a stable and committed workforce for sustained success.

It gives good amount to employees with flexible work schedule

Tough to pass the recruitment process

good and vibrant upper management

- not much respect for personal time - work life balance even worse if you have 5+ years of experience - discriminatory for males in hiring process

The best reasons : 70 % chance to get a ppo Work life balance Good leadership

Remote is not available. Also Interview process is very tough

You get to work with some of the most brilliant, sincere, and driven people GS name on resume The company beefs up its analysts with lots of opportunities for growth

Don’t get me wrong, I was well aware of the reputation Goldman Sachs has for the type of work environment the company promotes. After all, it is a world-renowned bank that takes pride in excellence by hiring top talent and dominating the financial markets. Nevertheless, the company’s prestige should not exonerate the draconian style of management I had the displeasure of experiencing during my tenure there as a humble analyst. If you are a compassionate being and aren’t a soulless Type A enthusiast who centers his or her life around self-image, climbing the corporate ladder, and trampling over those he or she views as lesser than, then please, spare yourself the emotional abuse, tears, impending therapy, and apply elsewhere. Lamentably, I was placed on one of the worst teams unbeknownst to me as I wasn’t made aware of what kind of team I would be working with until my first week of work. Everything was tumultuous from the beginning, all the way to the bittersweet end. I found out right away that the team was short-staffed as staff members were dropping like flies left and right from the role due to this reprobate manager with a raging superiority complex who would test you frequently under the guise of prepping you to learn the material to do your job. Some people make excellent worker bees but horrendous managers (not everyone can be Queen). Sure, you can learn the ins and outs of your role, and be a pivotal contact person for information and how to handle projects, but in no way shape, or form do you have the capabilities to manage and support a team of inexperienced people. The organization does a poor job of vetting who has the qualifications to become a manager. Goldman blindly hands out the title to anyone who performs well enough in their role without considering whether they have the emotional capacity to help others. At this company, your experience is highly dependent on the team you are placed in. If you do end up in a lackluster team, forget getting assistance from your manager—It’s every person for themselves, and you will be fighting a battle every day. There is a clear hierarchy where if you are not well-liked it will be made known, and those in power, despite how unbearable it is to work with them will be favored and they will resist making changes to satisfy you to protect this person. Someone with considerably less experience but higher tenure in the company and who is new to the team will be shown favoritism and given grace for their mistakes meanwhile you’re chopped liver, not allowed to ask for help, and left to sink on your own. GS manages to lure in susceptible young talent just before graduating college because they know they can utilize their distinguished name to entice these young people; new grads will undervalue themselves for the sake of having a job that could potentially help propel them far later in their developing careers. I endured racism, microaggressions, rude comments unrelated to my work, micromanaging, and fearmongering over the threat of getting fired. During my time here I lost a significant amount of weight, had frequent nightmares, and perpetually high cortisol levels every waking day I walked into that dreadful office.

Great teams, smooth onboarding process.

Complicated selection process, outskirts of city

Fast interview process / lots of networking events and learning workshops

no coffee cups / gym / cafeteria in the utah office.