SG Cowen Case
SG Cowen: New Recruits Case Write-up
SG Cowen, is a boutique investment bank, was born in July 1998. With the purpose of being competitive in investment bank industry, SG Cowen is to attract the highest-quality professional associates among top schools and some from outsides. As other firms in winter and spring every year, SG Cowen again is in hiring process to fill a new class of associates. After hiring process, there are two spots remaining out of four people in the “maybe” category. Chip Rae, and the director of recruiting with 30 bankers are having difficulties on making the final decision. Based on the various opinions and feedback from interviews, the issue to address is that how to decide which two should be selected rather than others.
The criteria used by SG Cowen in making hiring decisions are good. As considering the current high competitive situation in investment banking industry, and in order to recruit talent for long term. It is fairly important to select candidates who are more interested and commitment to firm. Moreover, bankers need to use their judgment and be maturity to make decisions by themselves, since SG Cowen is a bank of high autonomy. Because SG Cowen is dealing with exposure of clients, the interpersonal skills are essential as criteria in hiring. Based on the information given in case, the firm needs people go-getters and self-driven. Therefore, leadership should be considered. And candidates with well technical skills are highly needed. Lastly, due to the small size of SG Cowen, employees have to be flexible and highly motivation. All in all, I think these criteria in evaluation form are good in all extends.
Considering all these four candidates, from my point of view, Ken Goldstein and Andy Sanchez should be selected. Since both of them are culture fit with the firm and own sufficient business skills as well. Moreover, both of them are commitment to firm. Lastly, based on their work experience and own entrepreneurship
SG Cowen, is a boutique investment bank, was born in July 1998. With the purpose of being competitive in investment bank industry, SG Cowen is to attract the highest-quality professional associates among top schools and some from outsides. As other firms in winter and spring every year, SG Cowen again is in hiring process to fill a new class of associates. After hiring process, there are two spots remaining out of four people in the “maybe” category. Chip Rae, and the director of recruiting with 30 bankers are having difficulties on making the final decision. Based on the various opinions and feedback from interviews, the issue to address is that how to decide which two should be selected rather than others.
The criteria used by SG Cowen in making hiring decisions are good. As considering the current high competitive situation in investment banking industry, and in order to recruit talent for long term. It is fairly important to select candidates who are more interested and commitment to firm. Moreover, bankers need to use their judgment and be maturity to make decisions by themselves, since SG Cowen is a bank of high autonomy. Because SG Cowen is dealing with exposure of clients, the interpersonal skills are essential as criteria in hiring. Based on the information given in case, the firm needs people go-getters and self-driven. Therefore, leadership should be considered. And candidates with well technical skills are highly needed. Lastly, due to the small size of SG Cowen, employees have to be flexible and highly motivation. All in all, I think these criteria in evaluation form are good in all extends.
Considering all these four candidates, from my point of view, Ken Goldstein and Andy Sanchez should be selected. Since both of them are culture fit with the firm and own sufficient business skills as well. Moreover, both of them are commitment to firm. Lastly, based on their work experience and own entrepreneurship