Mission: We believe our growth in becoming one of the largest loan investors & alternative asset managers in the United States is a testament to our experienced management team, focus on performance & high quality investor base, which includes large pension funds, university ...
I have been working at Ares Management full-time (More than 8 years)
- Great culture that is team-oriented and not accusatory or contentious; no a**hole policy - Market compensation that encourages pay for performance and generous benefits package - Smart and talented coworkers demonstrated through impressive track record - Plentiful resources provided to facilitate investment decisions I cannot speak for all groups and functions but this is true for many investment groups as evidenced by very low turnover.
There are some growing pains with a rapidly expanding firm and newly public entity. The firm has dramatically increased its compliance, reporting and support functions in recent years and many people still work/behave with that small shop mentality when responsibilities and expectations are now elevated. There are now more layers and upward mobility may be more limited vs the past. Some managers who have risen through the ranks may not have experience leading a team. Hopefully with time, added resources and some patience, the growing pains will heal and Ares will stabilize into a well-run working environment throughout the firm.
Advice to Management
Allocate resources and human capital to the pain points, i.e. where turnover and job dissatisfaction are highest. Much of this is already known and hopefully soon to be addressed.
I applied through a recruiter. The process took 1 day. I interviewed at Ares Management (Los Angeles, CA) in June 2015.
It was a very strange interview process. I really got the impression management have no idea what they are doing in this place? I had an initial phone screen for a Senior .NET Developer position. Two guys interviewed me. An Asian guy who was a database developer, and some Indian guy I could barely understand. He was their so called .NET guru. The questions asked by the database developer were very database specific. No idea why management thought it was a good idea getting a database developer to ask a .NET guy technical questions? His technical questions were completely irrelevant to role. Then it was the turn of the Indian guy. I kid you not, I barely understood 80% of his questions. His accent was so strong, I had to keep asking him to repeat himself. This interview was a total waste of my time. They were more concerned about testing what I could remember, rather than how I implemented technology and resolved problems. These guys were not qualified for interviewing candidates. Management in this place should really step back and re-evaluate their interview process. I can only imagine the talent they must have passed over, by asking these two bumbling buffoons to do an initial phone screen. Good luck chasing the unicorn.
Let us know if we're missing any workplace or industry recognition –