- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
We have impact. Collectively our ability to influence, have a voice, be heard, and collaborate contribute to our capacity to serve credit-sensitive markets worldwide. Diverse opinions are encouraged and leverage the depth and breadth of experiences that our employees bring to work each day. We expect Moody’s employees to be accessible and collaborative, and in return, Moody’s offers a work environment that promotes intellectual curiosity, analytical rigor, and collegiality. Our people and our environment uphold our core values of integrity, insight, intellectual leadership, inclusion, and independence.
Established in 2016, this group was formed to leverage emerging technologies to build the next generation of Moody’s Analytics solutions. The team employs a disciplined approach to early stage product development and forms strategic partnerships with leading financial technology companies to explore new business opportunities adjacent to the Moody’s Analytics core businesses.
Click here to follow the Moody's Analytics Accelerator on LinkedIn.
Moody’s Analytics Technology Rotation (MATR) Program
Over 600 of Moody’s Analytics’ employees are software developers, engineers, or architects. The MATR program offers recent college graduates a dynamic, challenging, and rewarding start to a career in financial technology.
There are three central elements of Create Confidence:
Fostering a culture where everyone feels included and empowered means giving everyone a voice to express their views. Moody’s Employee Resource Groups (ERGs) provide a platform for our employees to share their ideas on ways to make Moody's work culture even more inclusive. ERGs provide information to our leaders on how managers can support employees and how we can make Moody's an employer of choice for all. We have five groups with a total of 28 chapters across the Americas, EMEA, and APAC:
Flexible work arrangements allow our employees the opportunity to better manage their work and personal needs while also ensuring that business demands are still met. Individuals can modify their hours and work locations in consultation with their managers.
To help us achieve a diverse and high-performing culture and to build Moody’s leadership pipeline, we offer hundreds of hours of training, mentoring, and networking opportunities geared toward women’s professional needs. These include:
"When our actions - individually and together as a company - give more people what they need in order to pursue their ambitions, it creates ever-widening ripples of opportunity throughout communities and our world."
Arlene Isaacs-Lowe, Global Head of Corporate Social Responsibility
Our global CSR efforts are focused around four core areas:
Established in 2002, Moody's Foundation directs our corporate philanthropy and sponsors our employee giving programs that contribute to stronger communities - and a brighter future - for people around the world.
We support the initiatives for which Moody's employees volunteer their time and effort. Through the Dollars for Doers program, employees who volunteer 40 or more hours at a single nonprofit during the year can direct a $500 Moody's Foundation grant to that nonprofit. We also match up to $2,500 of employees' personal gifts to eligible tax-exempt nonprofits or governmental organizations.
I have been working at Moody's Analytics full-time (More than 8 years)
Entrepreneurial culture. Smart people. Lots of fun experimentation and risk taking. Good managers.
Can be hard to keep up if you are not adaptable.
Advice to Management
Preserve the culture
I applied online. The process took a week. I interviewed at Moody's Analytics (West Chester, PA) in April 2019.
It was a pretty straightforward process.
One phone call, about 10 minutes. We went over my resume and experience.
Then I was sent a link to a coding challenge and simultaneously invited to a SuperDay(on-site interview).
I have completed coding challenges before SuperDay. They were concluded of a few multiple-choice questions and about 4-5 coding questions about medium level.
During a SuperDay I had a casual conversation with 2 Software Developers and 2 F2F interviews with Senior SDs, about 25-30 minutes per meeting.
A week after I got an offer.
Tech Hiring Commitment
Helping to train, hire and promote more technology workers
Career Advancement Program
Helping employees "upskill" into higher-paying positions
Social Responsibility Pledge
Formal programs or foundation to give back to communities
Has programs that support a diverse and inclusive workforce
Offer formal "internships" for mid-career people or those returning to the workforce