New Goldman Recruiting Process

Has anyone applied to Goldman yet and heard back about the video interview yet? Any insight is appreciated.

8/12/16 Update -- gathered form the comments here's what we presume to know so far:

  • These interviews are currently being given to students applying for 2017 summer internships. It seems many of these candidates applied in July
  • It is not a real-time interview, it's a recording using HireVue, so they'll show you a series of questions on the screen and you'll have a limited amount of time to record each answer
  • The application portal says the deadline is December 4, 2016, though some of the candidates that have done these already are diversity applicants (who have an earlier deadline)
  • Invites were sent this past week to non-diversity candidates as well
  • These video interviews are 15 minutes long. You have 30 seconds to view the question and then 3 minutes to respond by simply recording your answer
  • HireVue is the software being used. JPM is also using this software for interviews
 

I'm quite new to this process so any insight would be appreciated.

The application portal says the deadline is 4 December, but does the fact that first round (video) interview invites are being handed out mean that it's more or less too late to apply?

 
Best Response

So if I'll get an invite to that virtual interview, can I put "Incoming interview candidate at Goldman Sachs" to my linked in profile?

On a serious note I would assume this is done to speed up the process and I would assume no one will listen to all the interviews. Thus, they are using ML algo that will iterate through all the recordings looking for keywords and then select a handfull of recording for a recruiter to hear. So, I would advise to use keywords that would make you sound like a true BSD and if you need to know the keywords read this: http://www.leveragedsellout.com/2007/04/only-87-tool/

You killed the Greece spread goes up, spread goes down, from Wall Street they all play like a freak, Goldman Sachs 'o beat.
 

a quick LinkedIn search will show numerous people in FO roles at GS from schools such as Penn State, Georgetown, Notre Dame, and U of California - Berkeley , obviously very good schools , but not Harvard, Penn, or Princeton , I think this bias is dwindling down year after year, schools like Boston College and the like seem to be doing very well lately in placing grads in IBD

 

absolutely it does, it just seems to be more open now, as an Associate from HL told me over the phone just last week " This isn't 1987 , all of the young prospective bankers need to drop the Wharton or bust mentality" while it absolutely helps going to a top 5 people are obviously making it happen from other backgrounds.

 

Perspective from the flip side (im a consultant in talent aq): GS gets so many applicants that they need to automate processes. If you actually make it to this phase it doesn't matter. The best way to get a job at GS is to know somebody that's hiring. No different than any other place.

 

Overall this is yet another example of Goldman making the recruiting process trash as fuck in an effort to look more "standardized". I didn't know jack shit technicals-wise and had barely started networking deep into my junior fall and ended up more than competent as an analyst. This kind of shit is going to make people like me extinct, at least at the BBs, in the future.

Goldman's itchy trigger finger regarding hiring their entire SA class damn near an entire year early pretty much ended the utility of formal OCR at my school. What remained was this hodgepodge of incomplete and shoddy information from HR and alums at various banks partly because no one knew what the fuck was going on because banks didn't know when offers exploded/what processes were going/how quickly they were proceeding. This "secure the class early" mindset somewhat makes sense at the buyside because of the recruiting pool being mostly all at banks, a pretty homogenous applicant base, tradition, lean teams, etc. For banking it makes no sense. Recruiting during sophomore summer (!) means wiping out a ton of kids who could have decided on finance late, haven't done the usual case competition/investing clubs in depth yet, are working outside of finance, or otherwise haven't focused on finance in the four semesters of school under their belt (two for transfers!). If anything else, it seems like a great way to miss out on potential good banking talent.

This whole video thing similarly misses the mark. Yes, there's less "judging" of fit in person that may unnecessarily skew towards a certain applicant, but IMO the loss of not being able to ask follow-ups, pursue interesting "leads" when it comes to people's experiences, or even to judge their technical knowledge in depth is more significant. The system seems designed to reward people who can offer the "best" canned responses to formulaic-ass questions. Then again, GS/JPM aren't exactly known for being shy in their embrace of hardos and mouth-breathers.

 

The only thing I took from this post is that HireVue is gaining a major foothold. It's a great company and a great platform. I'm glad to hear that both JPM and GS are using them. And no, I have no affiliation with HireVue, I just know a few people higher up in the ladder who work for them and I'm genuinely glad to hear that the company is doing great.

 

So what impact does this have on campus visits? The official deadline is in December, but GS is coming September/October for an info session. Does it make sense to wait until their visit, or is it better to apply now?