The power HR have is unbelievable

You're a high-achieving student target university, top grades, great extracurriculars, rockstar internships and you apply for an IB internship.

The person that then decides whether your CV will be passed on for a first-round interview or actually even does the first-round interview is a low achieving, not very smart, unambitious woman in HR.

I've studied business and it is insane how many people (usually women) who had no idea what they wanted to do and didn't put in any effort into their careers then go into recruitment/HR.

And then these people are gatekeepers to whether you actually get to speak to a competent employee or not. How does this make sense?

WSO Elite Modeling Package

  • 6 courses to mastery: Excel, Financial Statement, LBO, M&A, Valuation and DCF
  • Elite instructors from top BB investment banks and private equity megafunds
  • Includes Company DB + Video Library Access (1 year)

Comments (103)

Most Helpful
Jan 25, 2022 - 7:01pm
ResMan, what's your opinion? Comment below:

Same thing applies to the admissions offices of elite universities. Similar type of person, often pretty mediocre, but they inexplicably wind up with the power to dramatically change people's lives.

Jan 26, 2022 - 2:10pm
ConfusedGuru, what's your opinion? Comment below:

I love the fact that some mediocre old fart that probably did nothing useful with their life probably reviewed our admissions applications, whilst dribbling milk all over their chin. Such a joke

Jan 31, 2022 - 2:42pm
MonkeyNoise, what's your opinion? Comment below:

No one ends up in a administration university role who isn't mediocre in ambition or ability. Could say same for most professors as well outside of those who do meaningful research

Jan 25, 2022 - 7:08pm
early_morning112, what's your opinion? Comment below:

Not really, HR is quite expendable (as they don't really have any concrete skills) and can thus be replaced if the hiring managers decide the general quality of the pool is lower for some reason

Learn More

300+ video lessons across 6 modeling courses taught by elite practitioners at the top investment banks and private equity funds -- Excel Modeling -- Financial Statement Modeling -- M&A Modeling -- LBO Modeling -- DCF and Valuation Modeling -- ALL INCLUDED + 2 Huge Bonuses.

Learn more
Jan 25, 2022 - 7:18pm
K-Peezy, what's your opinion? Comment below:

This ^

HR usually just has a copy pasta req sent over for whatever position and don't care enough to learn more or ask any additional flavor questions. Once you can squeak past them (this is why we preach networking so hard here, because it has absolute value over all these HR heathens) and talk to an actual member of the target group or the director themselves, it's an entirely different ball game.

Once you learn the key aspect of HR it makes professional life a lot easier to deal with: HR isn't there to help you as a prospect, current employee or especially as a former employee. They're only there to protect the company. End of story. They exist because they're a cheap way to weed out potentially very costly or criminal issues and free up actual value generators like just about everyone but them do just that and add value.

Jan 27, 2022 - 7:01am
TheBuellerBanker, what's your opinion? Comment below:

Totally right, but you could still be that person who got rejected by HR before they got called out for hiring a shitty pool of people. The point still stands that they have a crazy amount of power over hiring decisions and often times will pick awful candidates over better ones in the eyes of the team. The worst is when they unilaterally decide to bring in an awful candidate over a very qualified one due to the former candidate being a tangential diversity candidate. I know it's a whole separate debate but let's be real, if the quota is filled for diversity hires and we are looking to hire for one more spot, I fully expect to speak to the better candidate rather than the one who fits into the firm's overly broad diversity mandate.

  • 4
  • 1
Jan 27, 2022 - 11:37am
Ozymandia, what's your opinion? Comment below:
TheBuellerBanker

Totally right, but you could still be that person who got rejected by HR before they got called out for hiring a shitty pool of people. The point still stands that they have a crazy amount of power over hiring decisions and often times will pick awful candidates over better ones in the eyes of the team. The worst is when they unilaterally decide to bring in an awful candidate over a very qualified one due to the former candidate being a tangential diversity candidate. I know it's a whole separate debate but let's be real, if the quota is filled for diversity hires and we are looking to hire for one more spot, I fully expect to speak to the better candidate rather than the one who fits into the firm's overly broad diversity mandate.

Thank you for expressing exactly how workplace and hiring discrimination takes place.  Firstly, what is a "better candidate"?  As a statement, that objectively relies on the subjective judgement of the people doing the interviewing.  Of course you're not a racist, but the best fit for your team is the guy who likes a lot of the same things you do, because he or she has a similar background/upbringing.  They'll definitely be the best hire from a cultural standpoint!  I mean, after all, it's only one spot, and there is a huge firm hiring for lots of other open spots on other teams behind you who can hire diverse candidates.

Except, historically, all those groups are run by white guys, and all of them want to hire for the same qualities - the golfing buddy's kid, the guy who was in the same frat in college, etc.  So every position ends up getting filled that way, and not one of them was done for the purpose of excluding people of color - it's just that the system is already biased towards hiring white guys from well-off backgrounds.

And I understand the concept that occasionally you get a truly unqualified minority that slips through the process.  Does that happen any more often than an unqualified white person slipping through?  I doubt it.  They just come through different channels.  It's easy to paint with a broad brush and make the assumption that anyone coming through HR as a "diversity hire" is automatically unqualified because of the manner in which they came to be sitting across from you in an interview, because that allows everyone to not have to examine the shitty candidates that get hired all the time because the hiring MD and his father play golf together, or because he went to whatever random school has a weirdly high presence in your team's analysts.

Jan 25, 2022 - 9:08pm
Mr Incredible, what's your opinion? Comment below:

I thought, at least for a bank's core schools, alumni review the resumes?

Jan 26, 2022 - 4:41am
Patrick Basedman, what's your opinion? Comment below:

The post is more focused on Europe where HR dominates the recruitment process, not sure about the US. Also, it applies to other careers, not just banking.

Jan 26, 2022 - 5:21am
fasdf_1, what's your opinion? Comment below:

Bump

  • 1
Jan 28, 2022 - 6:12am
A jar, what's your opinion? Comment below:

yes bc the majority of hedge fund analysts are certainly not "mediocre", as can be seen by the excellent performance in a wide array of strategies such as macro, l/s, etc...

oh wait..

Jan 26, 2022 - 7:52am
vitaminI, what's your opinion? Comment below:

HR or not HR, you have to play the game. If you cannot pass a gatekeeper how do you expect to poach a lucrative client or convince your boss to give you a rise without him immediately looking for a replacement? Unfortunately, it is a reality of things. At one of the shops, we used to have this loud lady who would lose her sh*t for no reason (dealing with invoices for >20 years who wouldn't). Whenever, I would get a new junior, I would send him/her to this lady with a couple of requests:

Serious, like "ABC bank did not pay for trades X Y and Z, can you chase?"

+

Crap, like "Where is the key from the clearing house" or bag her to sell SX5E 3400 Puts and don't come back unless she agrees.

She would obviously go ballistic but if they handle themselves well you know they would behave themselves well on the phone. Bringing me to the point, that on top of the  standard interview process and technical skills, there is also a factor of being able to play the game. Same goes for sports, personal life and many other areas. Take it easy and do not stress :)
 

Jan 27, 2022 - 1:08pm
CiaronSmith, what's your opinion? Comment below:

What is this?

This is not a game. It shouldn't be, at least.

When people actively admit they're playing a game that makes no sense and that's how things are, that is borderline brainwashing and insanity. Snap out of it.

If something is flawed, fix it. Don't just be fatalistic and accept mediocrity.

Nothing worse than "just how it goes" or "that's just the way it is" - type responses.

HR are problematic and unintelligent. Recruiting should not be problematic or unintelligent.

Thus HR should not be involved in recruiting.

Jan 26, 2022 - 8:52am
HitTheAsk, what's your opinion? Comment below:

It's a numbers game, I know I'm not in IB but I have my application/resume folder saved and there's 350 PDFs in it (tweaked my resume for each application). It's just how it is, anything worth wanting will be competitive. All of it just to get one internship offer, maybe 5 serious interviews over the phone and 10-15 bs hirevues lol. It'll be worth it in the end.

Jan 26, 2022 - 10:07am
trustmeimanengineer, what's your opinion? Comment below:

HR is nothing but a resume screener. Recruited at multiple F500 companies. If you know a director or VP, you can get an interview. Likely a job but not guaranteed. HR just shoots over resumes that passed the online screen to people more qualified to review them. They are literally just administrative bloat. They provide no value. I'd review resumes, select who to call, interview them at least 2x on the phone (STAR and then more focused during the 2nd interview), tell HR who to bring on-site, and then interview them there... HR then takes who I say to bring in and does the "negotiating" and offer letters. Literally the worst parts of the process were dealing with HR. They'd frequently just ghost good candidates and slowly do what they were supposed to.

Both F500s outsourced their HR to be all remote for recruiters and those people suck

Jan 27, 2022 - 11:41am
Ozymandia, what's your opinion? Comment below:
trustmeimanengineer

HR is nothing but a resume screener. Recruited at multiple F500 companies. If you know a director or VP, you can get an interview. Likely a job but not guaranteed. HR just shoots over resumes that passed the online screen to people more qualified to review them. They are literally just administrative bloat. They provide no value. I'd review resumes, select who to call, interview them at least 2x on the phone (STAR and then more focused during the 2nd interview), tell HR who to bring on-site, and then interview them there... HR then takes who I say to bring in and does the "negotiating" and offer letters. Literally the worst parts of the process were dealing with HR. They'd frequently just ghost good candidates and slowly do what they were supposed to.

Both F500s outsourced their HR to be all remote for recruiters and those people suck

In other words, if you have connections, the quality of your resume or your intelligence or work ethic doesn't matter, you can get an interview.

Why is that better than weighting the resume screening process so that people who don't have those connections can get through more easily?  Why is wealth and privilege an allowable shortcut to getting one of a super limited number of seats, but ethnic background isn't?  Again, same as with college admissions, you cannot claim about some aspect of the system not being meritocratic because it favors historically disenfranchised groups, and then turn around and defend the exact same system when it gives an unfair advantage to a group that has a ton of power and privilege.  Either the [hiring process/college admissions process/etc] should be merit-based, in which case both diversity hiring and hiring based on personal connections are wrong, or it's okay to weight hiring decisions based on external factors, such as ethnic background or who daddy knows.

Jan 27, 2022 - 12:59pm
trustmeimanengineer, what's your opinion? Comment below:

Well sometimes you're just a fucking peon in the F500 machine. I didnt give people spots or interviews, it was told to me to do so. Congrats on fucking whiffing again

Jan 26, 2022 - 10:08am
Ozymandia, what's your opinion? Comment below:

Lets see - either an entire group of professionals is universally incompetent, or maybe the butthurt student is incapable of realizing that if he can't spot the single idiot in the room, it's him.  Wonder what is statistically more likely...

Jan 26, 2022 - 10:33am
Patrick Basedman, what's your opinion? Comment below:

It's more that no one sets out in university or high school with the goal to be an HR professional. They fall into it because they don't want to be unemployed. That then results in most (obv not all) HR professionals being terrible at their jobs.

This comes from my POV, others' POV, and from family facing issues with HR when running a business.

Jan 26, 2022 - 1:50pm
Ozymandia, what's your opinion? Comment below:

It's more that no one sets out in university or high school with the goal to be an HR professional. They fall into it because they don't want to be unemployed. 

You didn't.  That doesn't mean no one does.

Even granting you are correct, your complaint is entirely predicated on the fact that you "deserve" this job.  How many IB internships are applied for every year?  How many spots are there?  How many of the applicants have exactly the same qualifications, because they've been taking the same advice on how to build a resume that banks will be interested in?  

Moreover, doesn't it occur to you that of course it would be some of the less valuable employees of a company that will screen resumes?  You think some Director at JP Morgan has time to read 500 copies of essentially the same resume?  They have better shit to be doing, and interns are a low value use of time, let alone vetting them.  Why do you think you should be passed on to someone "competent" to speak to?  

By the tenor of your post, you are an entitled and pushy kid who expects to be handed what they "deserve" over everyone else who feels the exact same way for the exact same reasons.  Moreover, someone managing to speak down to (a) "lower level" employees and (b) women in general in a 15 second post is probably giving off the same vibes in the application process, consciously or not.  That actually is a function of HR - cover the company's ass by not hiring walking litigation targets.

Sounds like those incompetent women are doing their job quite well, thanks.

Jan 26, 2022 - 3:41pm
IncomingIBDreject, what's your opinion? Comment below:

I actually thought about working in HR at one point. Made it high enough in some finance clubs at my school that I was able to vet/interview candidates for the club and it was a pretty fun process actually. The problem is that it's basically a requirement to be a woke liberal to work at any decently sized firm in an HR role. 

Array

Jan 26, 2022 - 5:33pm
Username_TBU, what's your opinion? Comment below:

This is a pretty gross take. You forget that not everyone has the same opportunities at the full opportunity set. For me, it was pretty easy to focus on schoolwork, research highest paid careers, be able to quantify the sacrifice, etc. My parents pushed education and high paying jobs / opened up that opportunity set. Obviously I had to work for it, but I knew what I was working for.

Not everyone knows what a "front office banking" job is (just as people joke on this website that their friends think they're bank tellers). This might sound foreign to you, but for 90%+ of Americans, they don't know that decisions made in high school (in terms of doing well) impact their career choices.

Also, what's your solution? Seems to me that you think that banking is a pretty important job in comparison to HR. Are you proposing that instead of going to a client meeting, the VP should screen 350 resumes?

Jan 26, 2022 - 10:27am
Smoke Frog, what's your opinion? Comment below:

If I had made this post, there would have been a hundred replies calling me a rich arrogant jerk who looks down on others and thinks he's better than everyone else cause I went to good schools and have rich parents, but this OP gets tons of supportive replies lol.

Jan 26, 2022 - 11:00am
Drumpfy, what's your opinion? Comment below:

low achieving, not very smart, unambitious woman in HR.

If you can't convince even a "low achieving, not very smart, unambitious woman" that you are competent enough for a job she knows nothing about, then what does that make you?

Probably a mouth breather who can't stop using 4chan lingo like 'based' or hold a conversation.

Jan 26, 2022 - 3:34pm
IncomingIBDreject, what's your opinion? Comment below:

You admit she has very little knowledge of the job? How then would she know who is competent and who isn't?

Array

  • 1
  • 1
Jan 27, 2022 - 11:47am
Ozymandia, what's your opinion? Comment below:
IncomingIBDreject

You admit she has very little knowledge of the job? How then would she know who is competent and who isn't?

Probably because she's being given a list of criteria to look for on any given resume that either gets an applicant tossed or passed on.  Even if you're assuming that everyone in HR is a barely competent mook, they're still being given instructions by the very people that OP wants to be hired by.  It's not as though HR is going rogue and deciding that in 2022 they're only hiring MFAs instead of MBAs.  If you're not getting through the screening process with HR, it means that you are such a dummy that even HR can spot you aren't qualified.

Plus, this "incompetent woman" is looking at thousands of resumes a year (probably - a lot, lets say) and certainly has a better idea of what makes a good candidate than this idiot OP.  He thinks he's some kind of genius, god's gift to the banking community, when my strong guess is that his resume is identical to nearly every other person applying for the job.

Jan 26, 2022 - 12:28pm
BobTheBaker, what's your opinion? Comment below:

Exactly. So much incel whining on this forum in 2022 it's ridiculous.

Array

  • 4
  • 2
Jan 26, 2022 - 1:08pm
OverlyAdjustedEBITDA, what's your opinion? Comment below:

Anyone who fits the profile of "high-achieving student target university, top grades, great extracurriculars, [with] rockstar internships" would never have to rely solely on HR's competence to get an interview, because that person would have figured out a way to get on the radar of decision makers a long time before it came down to a decision by HR.

Jan 26, 2022 - 5:35pm
Username_TBU, what's your opinion? Comment below:

I disagree with this take as much as I disagree with OP's. Not 20-year old knows there's another route (I for sure didn't, and I don't blame myself for not knowing)

Jan 26, 2022 - 1:28pm
Ferris Bueller, what's your opinion? Comment below:

Having family who runs analyst programs and reviews insane amounts of resumes for what ends up being a handful of spots:

1) While some HR staff are absolute garbage (as there are really poor performers in all groups, literally everywhere), there are a lot of people who work in the COO or HR roles that are quite bright, are very driven, and they chose the role because they are more of a people person than a number cruncher. There's a lot more of prep work than you think behind the scenes.

2) For specific programs, they can know exactly what is necessary by the criteria that is provided, and when they aren't sure, the team heads are helping filter candidates. It is usually not one person who makes the decision. Even the screening interviews are concocted in specific ways to filter candidates.

3) There are a lot of very well qualified candidates from schools around the world vying for limited spots. While yours may look good to you, most of the time, there's someone else's resume which looks & reads better, and it was crafted specifically for the role you also applied to. Even coming from an Ivy, those ambitious students in the same classes and clubs you are in are applying to the same position.

If you're not getting selected, maybe there's a reason for it instead of blaming HR right out the gate.

Jan 26, 2022 - 5:26pm
Ferris Bueller, what's your opinion? Comment below:

That's great, good for you!

But from actually being in the industry, part of a recruiting process, and seeing what/how they work, the comment comes off in poor taste - sounds pretty damn sexist, arrogant and naïve. If they perform poorly in their job, the whole team/group/company suffers from it. There's way more involved than you know of, and I'll admit myself, more than I originally thought.

Coming from someone who is currently finishing their stint at a BB, if you really do have an offer at one, I'd suggest keeping those types of remarks to yourself, especially in this day and age. That type of talk won't fly. 

Jan 26, 2022 - 2:31pm
ironman32, what's your opinion? Comment below:

Realize there is more to getting a job at a top firm then good grades. It would be similar to saying the best quarterback in the NFL is strictly based on who can throw the ball the farthest.

Also realize, for a lot of these jobs (that require "smart" people), its less about talent and skill and more about knowing where to look/having money. Take doctors for example, a lot of being able to becoming a doctor is really pegged more to who can afford to go to medical school, and who has parents/someone who can support them while they are there. I know people who went to medical school/have PHD more because their parents could afford to float them during that time than just being the smartest/brightest. Same with HR roles. If you're a parent, say you had a child that is capable but not the smartest or the most driven; you know that an HR role at say JPM is one of the better jobs they can get, most likely better than being a teacher.  

Not to stereotype, but most women in HR are probably there for a couple of reasons (1) pays well without having much skill besides being personable/basically a corporate "model" (2) has somewhat of a "sorority" feel to it (if you do college recruitment; basically just going to colleges talking to students and drinking after) (3) they probably came from a family where their mother didn't work/worked in HR, and they're not going to get a job in something else.     

Jan 27, 2022 - 5:44pm
ConfusedGuru, what's your opinion? Comment below:

This is spot on, especially the doctor comment. I have a cousin that brags about how smart she is since she's in medical school but she fails to ever admit that the only reason she can even survive is because she's got a rich boyfriend taking care of her rent + food, with rich doctor/surgeon parents that can give her advice/provide for her at any point in time. It giver her time to just focus on studying and a peace of mind, while other medical students have to rack up crazy amount of debt and constantly worry about non-medical school related stuff.

Jan 26, 2022 - 4:11pm
Hölder, what's your opinion? Comment below:

I'm sure no one likes HR and neither do I but I believe you should chill.

I think about it like this: if you were the only applicant, they'd pass you on. Hell, if you were the only applicant with a particular experience, they'd pass you on. But how many people do you think apply who all have your exact same background and experience? Everyone here always talks big about targets but don't realize that the end result is that all of you are applying from the same universities, have the same internships, come from the same neighborhood even. Give me your precise stats and I assure you that HR got another CV with the exact GPA you had, the exact major, the exact internships you did, and the exact volunteer work. To them you all look the same so they mostly look at the small differentiators that they are told to look at.

Don't blame them. They are literally going over thousands of applications of which at least 20 are exact clones of you. They do an ok job of sorting through that but if you don't want to depend on them just network. Seriously. I've had 4 jobs in my life and of those only 1 was a through a normal HR process. Just talk to people. Stop blaming Stacy who has to choose if she extends an interview to Brent or Brett with the exact same stats so she has to google which letter between 'n' and 't' is more prestigious.

Jan 27, 2022 - 11:53am
Ozymandia, what's your opinion? Comment below:
Hölder

I think about it like this: if you were the only applicant, they'd pass you on. Hell, if you were the only applicant with a particular experience, they'd pass you on. But how many people do you think apply who all have your exact same background and experience? Everyone here always talks big about targets but don't realize that the end result is that all of you are applying from the same universities, have the same internships, come from the same neighborhood even. Give me your precise stats and I assure you that HR got another CV with the exact GPA you had, the exact major, the exact internships you did, and the exact volunteer work. To them you all look the same so they mostly look at the small differentiators that they are told to look at.

A million times this.  Sometimes it's unusual skills, or non-obvious ones, which are valuable.  If all a group wants is someone to run excel spreadsheets all day, they have their pick of thousands of candidates.  What they want are kids who can do other things - have some charisma, can write well, have other interests besides "uhhh I was in the finance and investing club in college!"  At the end of the day, analysts don't drive revenue.  And hiring departments are going to want to hire people who one day will drive revenue.  If you look like every other generic person/resume, then why should you (generically speaking) be picked, except your own sense of entitlement?  If you show that maybe 5 years down the road you'll be someone who can be trusted to interface with clients, that is valuable, and that isn't coming through because you can bang out an LBO model 2 minutes faster than the class average.

The most successful bankers I knew when I was on the Street (so, anecdotal, grain of salt, etc) were the ones who actually had a life, and interests, outside their job.  The guys who pretty obviously were putting in 10 hour days, and then going home and watching TV and then falling asleep to do it all over again... they get stuck, because having no charisma means not bringing in business, which means no huge bonuses.

Jan 26, 2022 - 5:14pm
Isaiah_53_5 💎🙌💎🙌💎, what's your opinion? Comment below:

I've posted on this thread twice and both posts disappeared. 

"If you always put limits on everything you do, physical or anything else, it will spread into your work and into your life. There are no limits. There are only plateaus, and you must not stay there, you must go beyond them." - Bruce Lee

Jan 26, 2022 - 5:16pm
Nandibelpoubelle, what's your opinion? Comment below:

I think at most banks there is no problem, but some banks give all of the recruiting power to hr it's ridiculous.

This one bank, I got a referral from the head of the entire department AND head of the internship program and still did not get an interview because the HR person overlooked me. Oh, and the bank doesn't do resumes -- wtf else am I supposed to do???

Jan 26, 2022 - 11:15pm
MarthaStewartsAFelon, what's your opinion? Comment below:

Complaining about HR like when I was a second year analyst I wasn't doing like 15 kids interviews and deciding if they got a second round off 3 hours of sleep while I sat there and and read the news and scrolled on Reddit as they told me about whatever club they did at their college or about the unpaid internship their dad got them.

Jan 28, 2022 - 11:02am
DeltaDecay, what's your opinion? Comment below:

Having just wrapped our internship recruiting for the first semester I can say having HR is god send. The amount of shit applications that pass through a portal is unbelievable. Like its insane. It is not possible to give full time to your job and go through every application at the same time. That's where HR comes in. In my experience they were good in weeding out the really shit candidates and leaving behind the one's they thought were more interesting. There were CVs that came to me which were good but others were simply better and I made a choice to reject. You simply do not have the time to go through each one. However, if i'm recruiting and you d reach out to me and i like your profile for sure the HR will not be rejecting you. If you're good and HR is still rejecting you then that is because either you have a typo in your CV or because you did not bother to put in the effort to network so that the person you network with is willing to bat for you. Sometimes, you might do every thing right and still not get a call because the guy you reached out to you flaked or just forgot due to workload.

Now I don't mean to say HR is perfect. Far from it. But just giving another side of the same coin.

Jan 28, 2022 - 1:22pm
rbkx, what's your opinion? Comment below:

On HR:

- First of all, there are all types of HR people: I have seen some of the best behavioural analysts and soft skills trainers in HR

- However, agree that only a very small percentage of people have excellent HR skills - the challenge is that while the employees are trained in  soft skills, the HR team is never trained in business (or at least understanding the business process at least).

- The world has become "key-word defined world" for them - including in hiring. I can give you an example: just because a person has an FRM and a business degree (including truly yours), people will keep getting calls for model validation work instead of credit structuring (which can be gleaned if you look at the full resume and understand that work)

The issue is simple - there are very few HR professionals who try to understand your prior work (also this is limited to a large extent because these people have never been part of running a business).

- Also when I came to US, I used to think meritocracy should be the only criterion. However there are a lot of political considerations to be managed which gets assigned to these HR professionals and they execute it

-A lot of these HR people simply come from recruiting background. However company HRs hardly do any research themselves (om employees, trends etc)

-Many places HR activities are outsourced to agencies (at least a large part of it apart from top level policies) - there, the HR has no incentive in keeping the employee motivated. The higher the turnover, higher the work, more the job security (continuous work)

-The HR never sits through discussions on individual employees but sits through in firing (with no knowledge of the employees work)!

Jan 28, 2022 - 2:20pm
tackytech, what's your opinion? Comment below:

You know what's worse than HR? 

Random workers getting assigned to doing interviews.

You're working on some important project, really focused and in the zone. Then your boss or someone of similar seniority says "Hey, could you to step in for x and join these couple of interviews next week, it's only going to last for [3-9] hours." 

So you join in, but haven't got the faintest idea what to look for in these interviews. You know damn well that anyone could be the best bullshit artist in the world, and take you for a ride. And when you think of it, your own subconscious biases could be at work. 

It's really unfortunate, because for you - a clueless interviewer, pretty much base your judgement on things like: 

1) Does the person look presentable? 

2) Does their resume match with what they're telling you? 

3) Would you want to spend a lot of time around this person? Based on the few minutes you've been in the same room. The typical "airport test". 

If you buy into the idea that it takes 10000 hours to master something, you'll have to agree that the vast majority of people that interview others, are complete beginners. I've been in my fair share of interviews, but I don't think I've even cracked 100 hours in total.

Jan 31, 2022 - 11:58am
MonkeyNoise, what's your opinion? Comment below:

This is pretty true. You grind and spend hours at library, networking, trying to secure a top internship, etc. and the gatekeeper was some alcoholic 2.0 GPA comm major in college who just follows what instragram tells her

Hence to work on people skills 

Jan 31, 2022 - 11:09pm
andrew.barnett, what's your opinion? Comment below:

The post is an accurate and flexible financial model is a critical component of a robust valuation. It started by giving a basic understanding for accounting and excel functions used which helps in understanding the concept of valuation and modelling better.

Cannabis Equipment Financing refers to a loan used to purchase business-related equipment, such as a restaurant oven, vehicle or copy machine. Our HEF Finance will work to get you a quick approval on virtually any type of Cannabis Equipment Financing equipment. They will then find the payment option that's best for you.
Feb 2, 2022 - 9:46pm
Yankee Doodle, what's your opinion? Comment below:

Tbh whenever I recruit I usually just reach out to people on the team directly. i only ever deal with HR for scheduling calls.

"Work ethic, work ethic" - Vince Vaughn

Feb 11, 2022 - 1:34pm
CiaronSmith, what's your opinion? Comment below:

LISTEN.

HR literally caused WW II.

At the end of the day, if some unqualified sack of maggots hadn't rejected Hitler from art school, when he was clearly deserving of acceptance, then the world wouldn't have had to go through hell and entire generations wouldn't have been wiped out.

This is why HR shouldn't have power. You never know who they're going to inappropriately reject next.

Feb 18, 2022 - 1:41pm
PEarbitrage, what's your opinion? Comment below:

If you are relying on HR to get you to the decision makers you are doing this wrong and it says more about you than them.  

Where I will agree with you is that these morons are the ones put in charge of making job qualifications and are the primary reason why companies can't seem to hire people "with the right skills" it is usually becuase the requirements have little to nothing to do with the actual job or it is because the skills required are impossible to have.  This happens all the time in the tech space.  HR thinks they are cute by requiring 5 years of experience for an entry level programing job in languages that haven't even existed for 5 years.  

This has lead to rampant lying on resumes, it has gotten so bad that you can't really even fire people for it anymore unless it is egregious i.e. lying about where you went to school, have worked in the past, or if you hold a degree or qualification or not.  No one gets busted anymore for lying about their skills because everyone knows that everyone does it. 

Feb 23, 2022 - 2:36pm
PeepeeFinancePoopoo, what's your opinion? Comment below:

Babe wake up, HR made another stupid fucking decision

Life is a road... and I love creating potholes
Mar 3, 2022 - 1:50pm
American_Psycho11, what's your opinion? Comment below:

Corporis ut sit aperiam voluptas omnis voluptates aut. Ut quasi odio quia voluptate assumenda. Impedit libero eos aut porro. Ullam cumque saepe odio ratione consequatur voluptates assumenda.

Saepe sapiente eum ut et porro facere. Perferendis aspernatur aut autem ducimus similique enim assumenda. Expedita est sequi voluptatem delectus nemo nisi autem. Et maxime distinctio a quia quis placeat.

Porro dolor ad est hic dolor consectetur. Fugiat rem magni omnis nam nemo. Laborum error non eius voluptas. Reprehenderit magni nostrum unde velit aperiam repudiandae.

Ipsum non libero ab praesentium ut. Qui odit accusamus voluptas est eos et. Excepturi nihil cum accusamus at ut ad optio. Rem molestias aliquam quo non consequatur tenetur ipsam. Qui qui repellendus dolor fuga sed.

Mar 3, 2022 - 5:27pm
Patrick Basedman, what's your opinion? Comment below:

Velit nihil omnis nihil eius a. Est dolores dolore ullam quis consectetur aperiam distinctio. Similique facilis dolor sed itaque quo quasi alias iusto. Earum est consequuntur laudantium sint maiores suscipit rerum. Cum odio et consequatur.

Et expedita autem suscipit. Repudiandae qui rerum et unde temporibus sunt. Et aliquid consectetur rerum facilis quos esse. Occaecati suscipit et reiciendis quibusdam. Quia accusantium nostrum placeat quae. Rerum odio culpa aperiam ea sapiente minima laudantium. Illum voluptatum facilis quia nihil.

Ut aliquid sint tenetur dolor. Et alias unde cumque quia.

Aut delectus eaque rerum velit qui temporibus pariatur. Et quam et nihil nostrum autem voluptatem ut. Iste voluptatem est porro consequatur ut quaerat nobis.

Apr 8, 2022 - 4:05am
LarryUVA, what's your opinion? Comment below:

Et ut possimus dolorem ad explicabo. Dolorem hic inventore ab voluptates nesciunt. Dolore et tenetur possimus quo nihil sapiente facere.

Eveniet praesentium vel iure id magnam quisquam. Ipsum distinctio molestias sint ipsa totam quo eaque quaerat. Et sit velit incidunt sapiente. Officiis quo consequatur in nemo expedita est cum dolore.

Maxime aut ipsa facere beatae delectus magni. Atque et dignissimos labore blanditiis dolorem maxime totam qui. Accusantium corrupti repellendus dolorum natus ut.

Culpa ut sed minima. Atque non nihil voluptatem at tempore ex.

Apr 12, 2022 - 11:43am
PommesQT, what's your opinion? Comment below:

Ab velit dolore rerum ipsum. Labore dolore maiores maiores adipisci assumenda. Quidem magnam rerum ut a. Maxime quibusdam numquam eius a quisquam quae.

Et velit aut odit laudantium qui. Est id molestiae voluptatum quos minima omnis. Culpa voluptas vitae natus cum. Eos ducimus delectus incidunt non consectetur quidem.

Delectus est ducimus doloremque corrupti ut. Ut id modi cum dolor et enim.

Start Discussion

Career Advancement Opportunities

May 2022 Investment Banking

  • Jefferies & Company (▲03) 99.6%
  • Lincoln International (= =) 99.2%
  • RBC Capital Markets (▲06) 98.7%
  • Bank of America Merrill Lynch (▲01) 98.3%
  • Houlihan Lokey (▲07) 97.9%

Overall Employee Satisfaction

May 2022 Investment Banking

  • Jefferies & Company (▲12) 99.6%
  • Rothschild (▲02) 99.1%
  • Lincoln International (▲04) 98.7%
  • Truist Securities (+ +) 98.3%
  • Greenhill (▲05) 97.9%

Professional Growth Opportunities

May 2022 Investment Banking

  • Jefferies & Company (▲04) 99.6%
  • Lincoln International (▲04) 99.2%
  • Bank of America Merrill Lynch (▲05) 98.7%
  • RBC Capital Markets (▲08) 98.3%
  • Houlihan Lokey (▲06) 97.9%

Total Avg Compensation

May 2022 Investment Banking

  • Director/MD (9) $661
  • Vice President (36) $393
  • Associates (181) $246
  • 2nd Year Analyst (110) $161
  • 3rd+ Year Analyst (17) $156
  • 1st Year Analyst (349) $148
  • Intern/Summer Associate (74) $147
  • Intern/Summer Analyst (272) $91