NASDAQ OMX Group

  www.nasdaqomx.com
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NASDAQ OMX Group Reviews

Updated Jul 28, 2014
All Employees Current Employees Only

3.0 76 reviews

53% Approve of the CEO

NASDAQ OMX Group Chief Executive Officer Bob Greifeld

Bob Greifeld

(47 ratings)

49% of employees recommend this company to a friend

Review Highlights

Pros
  • Good benefits including 6% 401(k) match, but no public transportation stipend (in 5 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 11 reviews)

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

More Highlights
76 Employee Reviews
in
    • Work/Life Balance
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    • Disapproves of CEO

     

    nice experience

    Anonymous Employee (Current Employee)

    Prosgreat local team and local management

    Conspoor high level/top management and communication to high level

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    positive in some ways - disappointing in others

    Anonymous Employee (Former Employee)

    Prosleader in space with good technology

    Consconfusion on how best to grow the business

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    summer intern

    Intern (Former Employee)

    Prosgreat pay

    interesting projects to work on

    Consno leadership

    Managing Director does not take the time to give clear directions

    Advice to Senior Managementprovide leadership

  1. We want your feedback – Are these company reviews helpful to you?  Yes | No
    • Work/Life Balance
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    1 person found this helpful  

    It's nice to say you work for NASDAQ OMX

    Systems Analyst (Current Employee) New York, NY

    ProsThe name carries a lot of weight in the financial industry. NASDAQ is the largest and most advanced electronic trading system in the entire world. Mostly everything is written in Java.

    ConsIts in the cutthroat financial industry. The hours are horrible, and you are pretty much always at work and on call for every position. You have a home office, soho, and blackberry that are required to be accessible.

    Advice to Senior ManagementManagement needs to do a better job of helping the workers mesh with each other. There needs to be some serious team building exercises.

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    For a subsidiary of Nasdaq

    Project Manager II (Former Employee) San Francisco, CA

    ProsThe organization is relatively flat. Management can give a lot of freedom to employees.

    ConsStaff experience tends to be low and there are lots of infrastructure problems because people aren't clear on what they are trying to achieve. Competent people will probably find themselves over worked, but in the Nasdaq team these people also might have an advantage to rise quickly.

    Advice to Senior ManagementInvest in quality and reward quality work.

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    2 people found this helpful  

    Politics and legacy over performance and ability

    Anonymous Employee (Former Employee) Rockville, MD

    ProsFair compensation and a global environment. Forward-looking senior management always keeps the company moving ahead and there are always many positive opportunities in the pipeline.

    ConsFierce internal competition for little reason
    General lack of well deserved recognition
    Senior management is too busy to be engaged with those doing the work to understand the inner workings of their teams
    Extremely scarce resources are often poorly directed
    Many long tenured staff in middle management create an artificial glass ceiling for the next generation achievers and as a result they often leave because their superior contributions go unrecognized

    Advice to Senior ManagementTake a good look at who is actually producing for you and take a chance on those people. Perpetuating legacy will not take the company to the next level. Sometimes the real leaders of a team are the ones being "managed." You should have the insight and courage to bring them up to the roles they deserve, regardless of how long their boss has been there or any other factors. You need to own your claim of having a performance culture.

    No, I would not recommend this company to a friend

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    Nasdaq: Captalisms shining beacon of ho-hum

    Wouldn't You Like to Know (Current Employee) New York, NY

    ProsThere are few if any in this country who have a similar skill set who get to do what I do and get a decent salary with nice benefits and get a bonus on top o that.

    ConsSenior management are overall pretty human, but the select C-level have the attention span of rabbits when it comes to the common employee gripes. And it always seems like you are one mistake away from unemployment, eben when things are goin well for the overall company. Never a word of positive feednack, but loud criticism for the most minute of mistakes. Definitely micro-managing and reactionary managment.

    Advice to Senior ManagementYou set the agenda, but your employees are the fuel that fires the engine. Do more to ensure that morale stays high, Press your managers to be honest about who really deserves some recognition and stop allowing them to keep rewarding their flunkies.

    Yes, I would recommend this company to a friend

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    Some bugs to work out, but not all bad.

    Developer (Former Employee) Trumbull, CT

    ProsThey spent a lot of money on brand awareness, that could work in your favor when looking for a new job. Seriously though, it's a good place to start out and definitley a place where change can happen. The company is very dynamic and open to cultural change, you just need to have the fire in you to go and initiate change.

    ConsLong hours for one. Two is that sometimes you'll finish a project on time, and it works well, but the sales side can't figure out how to sell it and it will die on the vine. I also wouldn't classify the company as Entreprenurial. The technical support staff leaves a lot to be desired as well. I was alsways dumbfounded at the lack of familiarity the support staff has with the product lines that customers are calling in for. In one case someone actually anwsered the phone with the greeting, "INET NASDAQ how can I help you?" Is that the standard greeting for tech support for market makers? Does that guy even know what company he works for? Is there any standardization at all going on with call scripts?

    Advice to Senior ManagementI would try and untangle the data products business line from the market data side. They, by design of the organization, have been placed directly at odds with each other. As a result, there is fierce competition between the two groups to the point of duplicated efforts, poached sales lists, and anti-productivity. I've even gotten the notion on some calls that one line will intentionally not release a product even if it's a good idea and has a solid business case just because they don't want to deal with the other. In my opinion, one solution to this problem would be to merge the groups.

    The marketing group also may need to be decentralized but controlled by a small group to ensure that the efforts from each product line adhere to branding starndards and a unified marketing message. What's going on now is that it's so locked down and centralized that it's almost impossible to get a both accurate and creative market message out regarding a new product. The marketing area should also be responsible for the analysis of the statistical data generated from the marketing vehicles that are being used. There is pretty much no standardization of the way market collects this data across the marketing vehicles to judge things like response rates to certain types of advertising, visits and user data from the various websites (and there are many). Again, this is only my opinion, but there doesn't seem to be a solid handle on all of the market data points coming into the company from all of the marketing venues. This is severely hindering the cross sellability of all exisiting gproducts as well as the impact of getting new customers roped in. There is also a lot of money being spent by the marketing team to outsource the creation of a lot of the verious ad materials and not enough time spent talking to the customers/business lines/technology side to get a handle on what the product actually sells to the customer so an effective marketing piece can be created. This area needs to be revamped.

    Technology is also a little dicey, but not nearly as bad as it could be. It's biggest threat is (and probably always will be) that there is a culture of "my way is the right way" and it centers around job security. If there was a reward system in place for rewarding innovation rather than empire building, that may help. Also, there is a clear tactic that seems to have gotten a lot of traction (right before I left anyway) which was used by some senior managers on the technology side This tactic would be to create a crisis and then solve it in order to remain visible. It seems that visibility is where the pot of gold lies for the management and staff. This leads to stress on the empployees (which could account for the low morale in some way and wasted money in the form of hours spent solving problems that are blown out of proportion. In my opinion, this type of crisis management can never lead to a smoothly running operation where innovation and actual capitalism can allow the business to grow.

    No, I would not recommend this company to a friend

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    Great place to work

    Anonymous Employee (Current Employee) New York, NY

    ProsPeople and salary vs. workload

    ConsMarket conditions can add stress

    Yes, I would recommend this company to a friend

     

    Nasdaq OMX was an innovating, exciting place to work for

    Systems Reliability Engineer (Former Employee) Philadelphia, PA

    ProsEasy company to work for, always had opportunities to grow within the organization.
    Always able to get training if it was necessary
    Good bonus structure

    ConsVery difficult to keep work-life balance as it was run very lean.
    Sometimes struggled with members in different offices and inter-communication.

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