NASDAQ OMX Group

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NASDAQ OMX Group Reviews

Updated Jul 9, 2014
All Employees Current Employees Only

3.0 75 reviews

53% Approve of the CEO

NASDAQ OMX Group Chief Executive Officer Bob Greifeld

Bob Greifeld

(47 ratings)

48% 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)

38 Employee Reviews Back to all reviews
in
    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • No Opinion of CEO

     

    Lean Business Model

    Anonymous Employee (Current Employee)

    ProsThe compensation and bonus is generous.

    ConsManagement has a very poor "lean" business model in place for their workforce. Employees feel overworked, pressured, stressed and resentful. I don't have much faith in upper management and their decision-making or goals for future growth. Cost savings on workforce will end up costing the business in other ways in the long run.

    Advice to Senior ManagementTry back-filling positions when people leave the company, instead of dumping the extra work onto the people who stick around. A company is not just desks and computers- it's people. The best talent won't stick around if this pattern continues.

    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
    • Disapproves of CEO

     

    Well, what can I say. Really quite bad.

    (Current Employee) San Francisco, CA

    ProsGood benefits including 6% 401(k) match, but no public transportation stipend. Decent hours, but they are inflexible. Office is in the Financial District and the commute is easy.

    ConsBase salary is too low for San Francisco. The Thomson Reuters acquisition process was a complete disaster...trying to integrate a larger team into a smaller one in the way they tried just didn't work. Trying to integrate the legacy TR and NASDAQ products together isn't working either. Clients are very unhappy and are canceling left and right to go to competitors. Five sales people have left in the past month alone to get off of the sinking ship. Communication between sales and service is so disjointed that management thinks using Excel spreadsheets is the way to go. There are processes in place just for the sake of having a process.

    This company is probably great for you if you are looking to plod along in the same position for 5+ years. Other employees aren't driven and are content with 'stability' over growth. Do not come here if you prefer working in a start-up environment because, contrary to what NASDAQ might tell you, they are not an 'aspiring technology company' and cannot possibly compete with smaller, more nimble competitors.

    Advice to Senior ManagementTreat your employees better. Stop cutting costs at literally every corner and start treating us like it's your employees that make the company. And stop making life for clients difficult just because you can.

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

     

    Not a great place to work

    Anonymous Employee (Current Employee)

    ProsGreat coworkers, nice travel perks

    ConsNot staffed sufficiently, overworked. Not managed well

    Advice to Senior ManagementFix the broad operational issues

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

     

    Poor leadership at all levels-worked to death

    Anonymous Employee (Current Employee)

    ProsGood company name on resume, use it to get out and find a better company to work for, decent health insurance

    ConsPoor leadership at all levels, over last few years have consistenly piled on more and more work to the little people. Should be hiring due to more and more work coming in,new contracts being won, instead they are laying people off. They are suppose to be a market for technology and their technology is horrid, look at the day of the Facebook IPO and those issues, that was the tip of the iceberg. Regular workers are fed up and just trying to hang on until they can find something better. The GCS division is incredibly low-staffed, if clients only knew their jaws would drop.

    Advice to Senior ManagementWhen business is way up in certain areas, and staff are feeling incredibly over-worked, don't ask them to do more with less and lay people off, hire. Take a pay cut like the rest of us

    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
    • 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
    • Comp & Benefits
    • Career Opportunities
    • 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
    • Comp & Benefits
    • Career Opportunities
    • 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

    • Culture & Values
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    • 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

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