UBS Investment Bank

  www.ibb.ubs.com
  www.ibb.ubs.com
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UBS Investment Bank Reviews in City of London, England

249 Reviews
3.4
249 Reviews
Rating Trends

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UBS Investment Bank CEO Investment Bank Andrea Orcel
Andrea Orcel
57 Ratings

Review Highlights

Pros
  • Work-life balance can be decent with occasional crunch periods during audits (in 18 reviews)

  • Good people can be found and some of them have managed to stick around for a while (in 17 reviews)


Cons
  • long working hours and intense work environment (in 18 reviews)

  • Work life balance was a kind of suck, but I believe this is not only true for UBS (in 8 reviews)

More Highlights

5 Employee Reviews Back to all reviews

Sort: Popular Rating Date
  1.  

    It is a good place to work

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Intern At IT FICC  in  City of London, England (UK)
    Current Employee - Intern At IT FICC in City of London, England (UK)

    I have been working at UBS Investment Bank

    Pros

    - well organised program
    - a lot of constructive feedback
    - good work-life balance

    Cons

    - awful coffee
    - some internal processes are not optimized

    Advice to ManagementAdvice

    more focus on delivering solutions to clients

    Recommends
    No opinion of CEO
  2.  

    Lack of leadership and massive bureaucracy leads to paralyzed IT Operations teams.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Director - IT  in  City of London, England (UK)
    Former Employee - Director - IT in City of London, England (UK)

    I worked at UBS Investment Bank full-time for more than a year

    Pros

    Nice people, pretty good culture, active in local community.

    Cons

    The nice side covers quite a lot of back-stabbing and character assassination. Also, the lack of strong, clear vision and leadership results in a paralyzed work force, not just in IT but throughout the Bank.

    Advice to ManagementAdvice

    Cut the red tape, get a vision that is strong internally as well as externally, focus on your leaders to explain to every employee how their daily work supports the vision, and get some decent leadership in there somewhere, not just management. Spend some bloody money, too!!

    Recommends
    Negative Outlook
    Disapproves of CEO
  3.  

    Life changing

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Director  in  City of London, England (UK)
    Current Employee - Director in City of London, England (UK)

    I have been working at UBS Investment Bank

    Pros

    Opportunities to succeed are there if you have the right attiude. Have been able to try a few different things whch is motivating.

    Cons

    Current issues are applicable to industry in general, but always being pushed to do more with less. Sometimes the less is just not enough.

    Recommends
    No opinion of CEO
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  5.  

    Things getting worse working hours wise / promotion wise

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Business Unit Control  in  City of London, England (UK)
    Current Employee - Business Unit Control in City of London, England (UK)

    I have been working at UBS Investment Bank

    Pros

    Used to be a nice relaxed place to work with good working hours, people were highly skilled. Promotions were more transparent and more fair. There were many internal promotions in the past.

    Cons

    Pay has always been below par at UBS, but other things in the past (such as working hours) were making up for that. Working hours have increased by about 1 to 1.5 hours in Finance during the last five years (mainly last two years). THERE IS A NEW PROMOTION POLICY. Job titles such as AD, Director are more a recognition of competence - it has always been possible for a specilist with not a single diect report to become a Director for example. So promotion never meant that you are now a boss - it has always been just a recognition of competence and in the past EACH INDIVIDUAL WAS ASSESSED on his own merits. They have now introduced a NEW POLICY. Each individual is ranked against a cohort of others of the same rank. Top 10% deemed outstanding, another 20% Excellent, 40% good, 20% Need Improvements, 10% Very bad performance. New joiners are making into the middle - as would not be fair to hit them with any other rating. So existing staff have an almost 50% chance of being deemed underperforming. SELECTION INTO TOP CATEGORIES is often done on the basis of being boss's drinking buddy. Even if you make it into excellent one year, next year they might well stick you into underperformer as previous years' "undeperformers" will leave and new joiners will occupy the middle slot. Oh yes and unless consistently rated excellent (compared to others) no chance of promotion.

    Advice to ManagementAdvice

    There are too many academic failures in senior and mid ranking positions with no vald degrees leading even very technical teams that drag similat rubbish to the top based on drinks. Need to clean up on middle and senior management. Need to return to the previous promotions and assessment system.

    Doesn't Recommend
    Disapproves of CEO
  6.  

    Bureaucratic and procedural environment, sometimes hostile to individuality

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Associate Director (IB-IT)  in  City of London, England (UK)
    Current Employee - Associate Director (IB-IT) in City of London, England (UK)

    I have been working at UBS Investment Bank

    Pros

    Big international corp. with a diversity of operations and activities.

    Cons

    Currently undergoing change, merging and rationalising core services. This is seen as justification for a big levelling exercise to downgrade staff assessments and is too cost centric. Outsourcing appears to be the primary solution without adequate balancing of the pros and cons.

    There is an lement of blame culture and some bullying by Teflon coated senior managers

    Advice to ManagementAdvice

    Look at the long lines of management communication and check if boardroom intentions remain as intended lower down the chain. Examine whether the rigorous cost saving initiatives (e.g. outsourcing) are working without side effects and longer term implications

    Doesn't Recommend
    No opinion of CEO

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