Case Analysis Submission

Topic: SG Cowen
Prof. Nishit Kumar Sinha

Submitted By: Group 13, Section D

Roll no. Name

2023PGP525 Sakshi Shubh
2023PGP554 Sanju S Nair
2023PGP317 Shailesh Verma
2020IPM125 Shivam
2023PGP352 Sonam Kumari
1. What are the key decision points used by SG Cowen in making hiring decisions? What is your
evaluation of the process used?
Key Decision Points in SG Cowen's Hiring Process:
a) Cultural Fit:
b) Hiring the best students from the next 15 schools in top 25
c) In depth On-campus interview performance: This is the first step in the hiring process and is used to
screen out candidates who are not a good fit for the company. This also assess the analytical skills,
technical knowledge, communication abilities, and work ethic of candidate.
d) Super Saturday interview performance: This is a more in-depth interview that is used to assess a
candidate's skills and experience.
The SG Cowen hiring process has some strengths, such as the focus on cultural fit and the use of Super
Saturday for consensus-based decision making. However, the process also has some weaknesses, such as
the potential for bias in on-campus interviews, the time constraints and fatigue during Super Saturday, and
the limited expertise of interviewers in assessing candidates for overall company fit.
2. What is your evaluation of the criteria used by the organization in hiring decisions?
Strength:
Academic Excellence: Our emphasis on prestigious business schools guarantees a high standard of
education and sharpens analytical skills.
Comprehensive Evaluation: Takes into account leadership potential, cultural compatibility, and soft skills
that go beyond test scores and grades.
Valuing Experience: Recognizes the importance of work experience, offering internships and targeted
outreach.
Adapting Beyond Top Schools: Engages with a broader range of institutions to uncover hidden talent.
Weakness:
Potential for Bias: Subjective evaluations may unintentionally favor candidates from similar backgrounds.
Overemphasis on Prestige: Prioritizing top schools may unintentionally disregard equally qualified
individuals from less-renowned institutions.
Subjectivity: Relying heavily on personal assessments can lead to unconscious biases that may influence
hiring decisions.
Lack of Diversity: The limited range of talent available and reliance on conventional approaches may pose
challenges to achieving diversity goals.
Areas for improvement:
Standardized Evaluation: Incorporate objective, data-driven assessments in addition to interviews for a
well-rounded evaluation.
Blind Recruiting: Anonymize resumes based on skills, rather than university names, to address biases.
Embrace a wide range of talent: Proactively connect with non-traditional institutions and marginalized
communities.
Structured Interviews: Utilize standardized questions and criteria to minimize bias and promote
impartiality.
By acknowledging and working on these areas of improvement, SG Cowen can enhance its hiring practices,
creating a more diverse and skilled workforce that will contribute to long-term success.
3. Which two candidates would you select if you were a member of the hiring committee?
Detailed Profiles and Analysis of Hiring All Four Candidates:
Candidate: Natalya Godlewska
Pros:
Excellent academic record and references
Proven work ethic and commitment
Strong analytical and problem-solving skills
Cons:
Limited financial industry experience
May lack the aggressive edge expected at SG Cowen
Potential risk of boredom due to long-term career goals
Candidate: Martin Street
Pros:
Extensive financial industry experience
Strong technical skills and understanding of markets
Proven track record of success and client relationship building
Cons:
Overconfident and opinionated personality might clash with team dynamics
Age difference could lead to difficulty adapting to younger working culture
Potentially high salary expectations
Candidate: Ken Goldstein
Pros:
Strong entrepreneurial spirit and creative problem-solving approach
Diverse experience across industries and functions
Enthusiasm and adaptability to new challenges
Cons:
Lack of direct financial industry experience
Unconventional background might raise concerns about fit within the established culture
Potentially less focused compared to other candidates
Candidate: Andy Sanchez
Pros:
Strong business acumen and analytical skills
Proven leadership abilities and team player mentality
Demonstrated resilience and commitment in overcoming challenges
Cons:
Average academic performance compared to other candidates
Lack of significant financial industry experience
May require extra mentorship and guidance initially.
On the basis of this analysis, I would select Ken Goldstein and Andy Sanchez because of their diverse
experience across industries and functions and proven leadership abilities