Macquarie Group

  www.macquarie.com
  www.macquarie.com
There are newer employer reviews for Macquarie Group

1 person found this helpful  

Constant changes which seem for the worse!

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Vice-President in New York, NY
Current Employee - Vice-President in New York, NY

I have been working at Macquarie Group full-time (more than 5 years)

Pros

Large corporation with large corporate benefits...vacation, medical, dental, 401K, etc... however, their matching contributions are less than other companies I have worked for. They display "some" loyalty to employees with generous severence, but overall objective is to make more and more at all costs!

Cons

Can conduct themselves a bit ruthlessly. Extreme restrictions and monitoring of all electronic communication. Does not maintain current software/hardware levels for business transactions. Again, "continually" updating benefit and compensation structure.

Advice to ManagementAdvice

Stop setting unrealistic objectives. Level off as a mature company with consistent, growth and maturation in business entities.

Recommends
Neutral Outlook
No opinion of CEO

322 Other Employee Reviews for Macquarie Group (View Most Recent)

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  1. 6 people found this helpful  

    If you're smart, you won't stay long

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Analyst in New York, NY
    Former Employee - Analyst in New York, NY

    I worked at Macquarie Group full-time (more than 5 years)

    Pros

    - high turnover and thin staffing means many opportunities for advancement, taking on additional responsibilities
    - smart, hard-working colleagues
    - open-door policy (for some management)
    - regular communication from upper-level management

    Cons

    - extensive interview process (and disorganised HR), tends to alienate potentially strong candidates
    - compensation/bonuses don't reflect the long hours, dedication and hard work that's expected
    - outdated technology/systems, and little (if any) investment planned in this area
    - too much politics and bureaucracy (more than most comparable firms on the Street)
    - no loyalty or appreciation...yesterday doesn't matter, it's always "what have you done for me today?"
    - stress, stress, and more stress (did I mention stress?) - zero work/life balance
    - extremely low team morale
    - ineffective management (they tend to promote strong team players, rather than those with the actual skillset to be successful managers)
    - Sydney management doesn't get the US business model, or how to succeed in the US market, which makes for a very confused, disorganised corporate culture in NY (torn between Aussie and US standards)

    Advice to ManagementAdvice

    Adapt from the Aussie business model if you want the US business to succeed. Hire locals who know how to get things done, rather than bringing in staff from Sydney. Give local management more authority/autonomy and trust the local staff you hire. Streamline the interview process and pay in line with the rest of the Street.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  2. 1 person found this helpful  

    friendly low-stress culture but growing too fast and very top-heavy

    Former Employee - Analyst in New York, NY
    Former Employee - Analyst in New York, NY

    I worked at Macquarie Group full-time (more than an year)

    Pros

    easy-going people make the entire floor less stressful than other banks

    senior mgmt make themselves very accessible

    opportunity for rapid increase in responsibility (much faster than elsewhere)

    Cons

    overly aggressive growth, esp lateral hires of senior ppl

    compensation is simply not competitive for junior ppl

    politics and bureaucracy very palpable

    company's directors are in sydney and out of touch with the industry

    Advice to ManagementAdvice

    focus on improving existing businesses rather than growth for the sake of growth

    hold employees to performance metrics more closely

    develop and reward junior ppl instead of overpaying for senior ppl from other shops

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