NASDAQ OMX Group
2.9 of 5 65 reviews
www.nasdaqomx.com New York, NY 1000 to 5000 Employees

NASDAQ OMX Group Reviews

Updated Dec 29, 2013
All Employees Current Employees Only

2.9 65 reviews

                             

48% Approve of the CEO

NASDAQ OMX Group Chief Executive Officer Bob Greifeld

Bob Greifeld

(44 ratings)

45% of employees recommend this company to a friend
17 Employee Reviews Back to all reviews
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Terrible management. CEO needs to step-down

Anonymous Employee (Current Employee)
New York, NY

I have been working at NASDAQ OMX Group full-time for more than 3 years

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

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Was great for a while then went downhill very rapidly after large acquisition that happened in June '13.

Managing Director (Former Employee)
New York, NY

I worked at NASDAQ OMX Group full-time for more than 5 years

ProsVery good benefits, base pay, high quality coworkers. Some legacy products are top notch. Good company name to have on your resume.

ConsManagement in place now with the Thomson acquisition that has absolutely no clue what they are doing. Misstep after misstep from product roll-outs to Facebook IPO, to exchange outage in August '13. CEO will not accept any responsibility (buck does not stop with him), but will quickly place blame on internal technology issues or blame outside factors.

Constantly in fear of losing your job regardless of your loyalty/tenure or how well you are doing. Employees looking to leave like rats off a sinking ship. Meetings that are typically a complete and utter waste of time. Mandate from CEO is to constantly cut costs and increase margins (like a broken record), but eventually there is no more meat left on the bone to cut. CEO is surrounded by "yes" men/women and if you're liked by executive management you'll have a job forever at Nasdaq.

VP level on up is too concerned with ladder climbing.Too many fiefdom's that don't communicate well and are all selling into the same accounts which creates confusion for the prospects/clients.

Advice to Senior ManagementInvest in your people vs giving yourselves raises...training benefits everyone and adds to your bottom line via increased sales. Also, learn to treat your employees with respect vs. treating them like cattle. Remove yourself from your ivory towers and get out with your divisions to better understand their challenges. Last but not least, please stop the old school 'rule by fear' method...it doesn't work to motivate people.

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

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Interesting.

Anonymous Employee (Former Employee)
New York, NY

I worked at NASDAQ OMX Group full-time

ProsTalented people, good salary & benefits, interesting work

ConsUnderstaffed to the point of always putting out fires; difficult to catch up. Lack of transparency particularly in HR matters. Little to no investment in employee development. Micro-management by CEO and executive team. Management structure very hierarchical. Focused on the numbers and the money with little regard for anything else.

Advice to Senior ManagementLeave the executive area and get to know your employees. Hold all businesses to the same standards.

No, I would not recommend this company to a friend

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Not all that fancy

Anonymous Employee (Current Employee)

I have been working at NASDAQ OMX Group full-time

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

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Part of the company is in the politics fight

Anonymous Employee (Former Employee)

I worked at NASDAQ OMX Group

Prosnice view in the building

Consstrange working culture in the firm

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Could be worse but...

Systems Analyst Specialist (Current Employee)
New York, NY

I have been working at NASDAQ OMX Group full-time for more than 3 years

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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Do you like chaos?

Marketing (Current Employee)
New York, NY

I have been working at NASDAQ OMX Group full-time for more than 3 years

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

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Opportunities within the framework of defendable decisions

Engineer (Current Employee)

I have been working at NASDAQ OMX Group full-time for more than 3 years

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

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Good co-workers bad managers

Operations (Current Employee)
New York, NY

I have been working at NASDAQ OMX Group full-time for more than 5 years

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

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Challenges facing the stock market

Anonymous Employee (Former Employee)

I worked at NASDAQ OMX Group

ProsGood benefits, laid back work environment

ConsCurrent management is not equipped to handle the challenges facing the market and technology group

Advice to Senior ManagementStep aside and let the younger folks start running the company

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