NASDAQ OMX Group

  www.nasdaqomx.com
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NASDAQ OMX Group Reviews

All Employees Current Employees Only

3.0 73 reviews

52% Approve of the CEO

NASDAQ OMX Group Chief Executive Officer Bob Greifeld

Bob Greifeld

(46 ratings)

50% of employees recommend this company to a friend

Review Highlights

Pros
  • Good benefits including 6% 401(k) match, but no public transportation stipend(in 4 reviews)

  • Brand recognition, intense work environment, never a dull moment(in 4 reviews)


Cons
  • Some of senior management are not that bright; others are excellent(in 10 reviews)

  • Inability to execute - think Facebook IPO(in 4 reviews)

10 Employee Reviews Back to all reviews
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    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    1 person found this helpful  

    Terrible management. CEO needs to step-down

    (Current Employee) New York, NY

    ProsESPP plan, Brand name, view from the building

    ConsThis company does not believe in investing in its people. Their entire attitude towards their employees is to get the most out of them while giving them the least amount of training, growth opportunity, comp, respect or appreciation. CEO micromanages everything, down to the hiring of analyst level positions. Surrounded by yes men/women who can do nothing to help the staff. Constant fire drills and chaos in the work. Everything has to be done now, at the whim of senior management. Bottom line is everything, people mean nothing.

    Advice to Senior ManagementIn order to grow, you need to invest in your people and infrastructure. Constant cost cutting is not the the way to improve your product and ultimately your bottom line.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
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    • Senior Management
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    • Disapproves of CEO

     

    Not all that fancy

    Anonymous Employee (Current Employee)

    ProsGood pay. Good location (Rockville, MD)

    ConsNot clear direction. Micro-managed. Tons of meaningless meetings. No clear career path. Unfair treatment.

    No, I would not recommend this company to a friend

    • Culture & Values
    • Work/Life Balance
    • Senior Management
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    • No Opinion of CEO

     

    Could be worse but...

    Systems Analyst Specialist (Current Employee) New York, NY

    ProsGreat co workers try to make it a fun place to work. The pay is pretty decent. Relatively flexible hours when needed.

    ConsSystems used are outdated. Went backwards with ticketing systems which are managed in Sweden. Because of this outdated system, simple tasks are made monstrous which is counterproductive. Sometimes isn't worth the pay.

    Advice to Senior ManagementListen to your people. Don't do all the talking nor assume you know what's going on. Slow down and listen. PLEASE.

    No, I would not recommend this company to a friend

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    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

     

    Do you like chaos?

    Marketing (Current Employee) New York, NY

    ProsPay is fair. If you like being paid the same salary forever.

    ConsNo structure. No strategy. Completely reactive. Political. Backstabbing. Nepotism (a whole LOT of nepotism). No investment in brand. No money to spend on anything. No career advancement. I myself have literally not had a manager for 3 years.

    Advice to Senior ManagementBusiness is more than the stock price. Invest in people and quality products and your numbers will match, eventually.

    No, I would not recommend this company to a friend

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • No Opinion of CEO

    2 people found this helpful  

    Opportunities within the framework of defendable decisions

    Engineer (Current Employee)

    ProsOpportunities to contribute to interesting projects.

    Peers, teams & coworkers that range from average to excellent in skill & personality.

    Compensation
    - Consists of a base salary with a 5,10,15,20,40% yearly bonus depending on one's position (e.g. associate, professional, senior, director, vp, etc)
    - ESPP is available in 6 month intervals at a 15% discount
    - Healthcare kicks in immediately rather than after some period (90 day)
    - RSUs are granted yearly and vest after 4 years.
    - 4% 401k match w/ Vanguard

    ConsAs with any large organization, it suffers similar challenges.

    - Plenty of turnover and organizational restructuring. Each year titles are renamed, groups are volleyed back and forth between senior managers in the name of "growth" "efficiency" "synergy"

    This leads to an unfortunate loss of direction each time a reorganization/management shift occurs in the technology organization. Despite these shifts, the groups and the organizational process/workflow/structure have remained relatively unchanged. The same groups talk to each other to get the same work accomplished. Rather than the Greens talking to the Yellows, it simply shifts to the Oranges talking to the Browns in title only.

    It is very similar to the observation that mergers fail due to organizational processes not meshing together.

    - A technology company severely incapacitated by the recent corporate culture of defendable decisions since the technology issues of the largest IPO. e.g. "No one ever got fired for hiring IBM."

    This has mainly led to the culture comprised of skilled, agile teams, capable of building solutions, to incapable teams that have lost their top talent to turnover. The policies put forth make for a severely demoralizing & demotivating a workforce that's otherwise tremendously capable.

    This makes for a fairly oppressive work environment and a structure that engenders mistrust. A small bit of sanity comes from the small alliances that are forged amongst the Romeos & Juliets of groups at odds with each other.

    - Senior management is severely disconnected from the ground floor workers as they are incapable of dog-fooding the products & policies they put forth. As many know, an idea does not sell itself, but the hard work and attention to detail make the difference. By pushing policies in the name of leaving a legacy, resume bullet point, or being a yes-man, relationships & respect are broken.

    - ADHD inducing distractions. Being an open setup, there's a tremendous lack of ability to focus on a task at hand.

    Advice to Senior ManagementBob G asks at group lunches, "What can we do to improve our company?"
    When most of the employees are speechless, it's not that there aren't any improvements to make, it's that they are paralyzed from speaking as they don't know where to begin.

    - Our salaries reflect that we are a knowledge workforce rather than a labor workforce. The most important competitive advantage of a knowledge workforce is the cultivation and management of that knowledge & critical thinking base. Top talented engineers make great team leads, however are very unlikely to be good managers.

    - Stop reorganizing the company. History has shown that war has not been a struggle over territory as much as the battle for a shift in power. As different heads continue to battle for territory, it's a reflection of individuals shifting their priorities from EXCELLENCE to SELF-PRESERVATION. As management's focus shifts to self-preservation, competitive edge is lost as top talent decides that their sanity is more important than the compensation package.

    - Focus on building & forging employee relationships rather than relying on top-down edicts of how employees should work. Build a collaborative environment where minds can mesh. Google about the design of the Bell Labs Hallway.

    When it comes to fixing problems, there are 2 types of consultants. Ones that are looking to bill you for putting on a show, and ones that understand that the individuals best suited to fixing an organization are the individuals within it. The latter consultant merely facilitates the process of finding the individuals capable of a finding a fix and facilitating that fix.

    - Invest in infrastructure and building environments capable of being tested during work hours rather than during the weekends. A burned out employee is incapable of contributing to the knowledge base of the organization as a whole.

    No, I would not recommend this company to a friend

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

     

    Good co-workers bad managers

    Operations (Current Employee) New York, NY

    ProsGood co-workers who will help you in a pinch.

    ConsMost managers clueless and should not have their jobs, just look at what happened with the Facebook IPO. Most of what you learn is by yourself or from a co-worker. No help from Management. Low pay, long hours and micromanagement.

    Advice to Senior ManagementListen to rank and file employees

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Approves of CEO

    1 person found this helpful  

    Their idea of motivation is to use scare tactics

    Client Relationship Manager (Current Employee) New York, NY

    ProsDecent salary, easy commute, opportunity to experience different roles

    ConsScare tactics used by management, not a lot of motivation or training provided, seen many people fired on the spot even after reaching their targets, acquire companies, but dont know how to integrate them successfully

    No, I would not recommend this company to a friend

    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • No Opinion of CEO

    1 person found this helpful  

    Poor Management, Information sharing etc

    Analyst (Current Employee) Rockville, MD

    ProsGood brand to have on a resume, good benefits, colleagues are nice, decent pay depending on which department you work in.

    ConsNo guidance from upper management, lack of information sharing, rewards and promotions aren't given fairly, lack of internal mobility, lack of resources. NASDAQ OMX likes to spread themselves too thin in order to reduce expenses, no training programs at all. NASDAQ OMX rewards people based on how much money they bring to the company regardless of their effort, and they overlook the people that actually do all the work behind the scenes.

    Advice to Senior Managementlook at the resources you have and don't take on too many projects at once, more recognition for the employees that work hard.

    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

     

    What would you like: Job security or Growth- Nasdaq is 1st one.

    Anonymous Employee (Current Employee) New York, NY

    ProsThe Brand name is good

    ConsNo growth opportunities for employees.

    No, I would not recommend this company to a friend

    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

     

    Need a stronger senior management team.

    Anonymous Employee (Current Employee)

    ProsBig company with global appearance. Strong competitor in the industry.
    Strong products with steady portion of market shares.
    Good benefit package.

    ConsSenior management lacks of leading skills especially in the technical department . Too much overhead costs. The merge with OMX did not go well.

    Advice to Senior ManagementReorganize the product line. Trimming the overhead cost, especially the senior management and VP level management. Emphasize the client-oriented business model.

    No, I would not recommend this company to a friend

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