MSCI Jobs & Careers in Budapest

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4 days ago

Sales Operations Reporting Analyst

MSCI, Inc. Budapest

• Generate on-going business performance reports (weekly, monthly, quarterly) • Perform Quality reviews for financial results with reports… Glassdoor

30+ days ago

Index Client Service Specialist

MSCI, Inc. Budapest

• Gain a deep understanding of our index construction techniques and applications. This includes remaining up to… Glassdoor

30+ days ago

Software Development and Test Engineer

MSCI, Inc. Budapest

We are currently seeking a Software Development and Test Engineer to join our Analytics Infrastructure Stability and Performance group in Budapest… Glassdoor

18 days ago

Senior Java Designer with mathematical background

MSCI, Inc. Budapest

As our new colleague, you will be primarily in charge of developing extensions to the calculation systems using state of the art technologies (Java… Glassdoor

30+ days ago

Head of Equity Index Institutional Client Service Team

MSCI, Inc. Budapest

• Develop the EMEAI Index Client Services team • Act as a role model and hands on manager particularly to develop the proactive account support… Glassdoor

4 days ago

Mortgage Risk Analytics Model Validation Specialist

MSCI, Inc. Budapest

for ensuring that MSCI market-leading analytics continue to provide clients exceptional analytics quality and sophistication. The members of the… Glassdoor

30+ days ago

Test Automation Engineer (Java, backend)

MSCI, Inc. Budapest

for ensuring that MSCI market-leading analytics continue to provide clients exceptional analytics quality and sophistication. The members of the team… Glassdoor

30+ days ago

Quantitative Analyst

MSCI, Inc. Budapest

for ensuring that MSCI market-leading analytics continue to provide clients exceptional analytics quality and sophistication. The members of the team… Glassdoor

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MSCI President, CEO, and Director Henry A. Fernandez
Henry A. Fernandez
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  1. 1 person found this helpful  

    Good place to start a career

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee in Budapest (Hungary)
    Former Employee - Anonymous Employee in Budapest (Hungary)

    I worked at MSCI full-time (more than 3 years)


    1. Good money: the general perception is that salaries are higher than what other, similar companies can offer, especially in Emerging Market offices;
    2. The company is abundant in learning opportunities, thanks to the available internal training programs. The company also supports the education of employees by giving them substantial support to sign up for the CFA exam. Also, MSCI has very high profile clients and if you have the chance to work with them, you get richer every day with important experience;
    3. The company provides a professional, well equipped and modern office environment.;
    4. The competitve environment of MSCI forces you to learn to promote yourself and to build your brand internally - in my view, this is a pro;
    5. Great work-life balance - all-nighters are uncommon;
    6. Some team leaders are exceptional and great to work with. MSCI selects its employees carefully, so you can work with some really smart people;
    7. If you like working in an international environment with many teams all around the globe, MSCI is your place.


    1. In terms of career building, a lot depends on the office location and the team you start in. Employees are often satisfied with hard-earned & better-sounding titles, which often masquerade a lack of substantial change in role.
    2. It can be very difficult to transition from an Emerging Market office to a Developed Market office: if you have plans to move abroad in a couple of years, it is better to hunt down a job opportunity right away in your preferred location;
    3. As people in certain teams become frustrated with the lack of career prospect, they tend to move on, taking away crucial knowledge about processes and products, leaving a gap behind. As a result, newbies often need to start accumulating knowledge from scratch under severe time pressure;
    4. Unfortunately, as in many large organisations, company culture fosters risk avoidance. If "playing it safe" is the rational path to follow, the result is detrimental contraselection, especially in the leadership of certain teams. In turn, contraselection leads to a series of not necessarily bad, but mediocre decisions, which accumulate and eventually lead to a loss of competitiveness for the entire company. The rise of leaders without a trace of a vision frustrates their team members, especially if the incompetence of the former is combined with arrogance. In such an environment, skilled employees lose their ability to trust and respect their superiors. Their discontent and growing cynicism erodes their motivation, damaging the efficiency of everyday work and fostering a culture of "button pressers" instead of active changemakers. Eventually, skilled but disenchanted employees leave, giving space for new people with less initiative. Mediocre attracts mediocre.
    5. New initiatives and ideas are officially welcome and praised, however, they are not executed due to a lack of dedicated resources. Lot of newcomers are enthusiastic to embark on projects to further improve the work environment or the cooperation of employees, however, as they experience that they do not receive substantial support from management to realise their ideas, they eventually lose their belief that a positive impact can be made for the benefit of the company.
    6. Management tends to re-arrange team structures too frequently. It can happen that by the time you are starting to understand your focus area, 6 months after the previous team structure was created, you are parachuted to an other team to focus on a brand new market or product type.

    Advice to ManagementAdvice

    1. Work out a scheme which enables employees to consistently plan and develop their career within MSCI. For instance by:
    - encouraging open and more frequent discussions regarding career aspirations
    - formulating clear criteria for promotion, showing a possible "career path" for all employees
    - transparently and actively advertising open internal positions for employees ("internal hiring")
    - using gamification methods to increase employee engagement and to help quantifying results
    - giving the opportunity for fresh graduates to try different teams and positions, for instance, in the form of a global traineeship program
    2. Cultivate a culture of excellence and give preference to people with the right skills and abilities (healthy risk-takers with brave ideas) for team leader roles;
    3. Not only welcome new initiatives, but actually help them with dedicated resources. Give more impetus for bottom-up initiatives;
    4. Even though eventual team changes are necessary, sometimes it is better to give a little more time for employees to properly learn a market/product/task in order to maximise their potential. It can be easy to set up a new team structure on paper, but it takes a considerable amount of time for people to get familiar with their new team members, clients, etc.

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