Nasdaq Reviews | Glassdoor

Nasdaq Reviews

Updated July 24, 2017
45 reviews

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Nasdaq CEO Adena Friedman
Adena Friedman
3 Ratings

45 Employee Reviews

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  1. Helpful (1)

    "Colleagues were great; senior management was the pits!"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Relationship Manager in Menlo Park, CA
    Former Employee - Relationship Manager in Menlo Park, CA
    Doesn't Recommend
    Disapproves of CEO

    Pros

    Excellent group of colleagues to work with. As a Relationship Manager I had the ability to network with Senior Leadership at the companies I supported. Very satisfying from that standpoint.

    Cons

    Senior management in the Corporate Client Group is dysfunctional at best. A lot of back-stabbing and half-truths. Up was down and down was up. You get the picture.

    Advice to Management

    Promote the good people else all you'll end up with are the rats. Your assets (or some of them, anyway) walk out of the building every day. Treat them better or they'll continue to leave.


  2. Helpful (1)

    "What would you like: Job security or Growth- Nasdaq is 1st one."

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in New York, NY
    Current Employee - Anonymous Employee in New York, NY
    Doesn't Recommend
    Disapproves of CEO

    Pros

    The Brand name is good

    Cons

    No growth opportunities for employees.

  3. Helpful (1)

    "Poor Management, Information sharing etc"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Analyst in Rockville, MD
    Current Employee - Analyst in Rockville, MD
    No opinion of CEO

    Pros

    Good brand to have on a resume, good benefits, colleagues are nice, decent pay depending on which department you work in.

    Cons

    No guidance from upper management, lack of information sharing, rewards and promotions aren't given fairly, lack of internal mobility, lack of resources. NASDAQ OMX likes to spread themselves too thin in order to reduce expenses, no training programs at all. NASDAQ OMX rewards people based on how much money they bring to the company regardless of their effort, and they overlook the people that actually do all the work behind the scenes.

    Advice to Management

    look at the resources you have and don't take on too many projects at once, more recognition for the employees that work hard.


  4. Helpful (2)

    "Unfufilling"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in New York, NY
    Former Employee - Anonymous Employee in New York, NY
    Doesn't Recommend
    Disapproves of CEO

    Pros

    Excellent industy networking opportunities are at your fingertips.

    Cons

    If they could run the company with 10 people they would. Automation over relationships is the mantra.

    Advice to Management

    People matter. In the end it is they that are responsible for growth. Automation does not bring in business on its own.


  5. Helpful (2)

    "Great Colleagues, but be expected to be worked to the bone"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in New York, NY
    Former Employee - Anonymous Employee in New York, NY
    Doesn't Recommend

    Pros

    The workforce is relatively diverse, including a fair number of women in relatively high positions and are generally smart and fun to work with. Employees generally work well with other departments. Nasdaq permits many employees to work from home either part or full time.

    Cons

    The amount of work that is expected and the amount of pressure put on emplyees to complete that work can result to some very crazy working hours, often with no compensation provided. Their is an expectation that everything should be done perfectly, but management is not will to pay for the time it takes to achieve that goal. Employee turnover is relatively high because of the mismatch of expecations. Nasdaq expects their employees to be on call and on-line more or less 24/7.

    Advice to Management

    Managment should be more realistic with their employees and the amount of work they are expected to do and compensate them appropriately. While the bottom line is always the focus of any corporation, treating employees unfairlly is not a cost effective strategy. The high turnover alone and avoidable crisis due to lack of staff could be easily balanced by running the firm in not quite so lean and mean business model.


  6. Helpful (2)

    "Bipolar"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Test in New York, NY
    Former Employee - Test in New York, NY
    Recommends
    Negative Outlook

    I worked at Nasdaq full-time (More than 3 years)

    Pros

    IT vs Finance - If you come in with a few years of experience the salaries are fair but banks and other institiutions are better.

    Cons

    If you're in IT and want to learn about finance, forget itt, and if you have no or little experiance they will exploit you.

    Advice to Management

    Hire experienced people with good mentoring skills and let people do their jobs, don't make it feel like a dead end right off the bat. and please let creative people create. People in upper management have lost sight of fun, fast and friendly.


  7. Helpful (2)

    "Their idea of motivation is to use scare tactics"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Client Relationship Manager in New York, NY
    Current Employee - Client Relationship Manager in New York, NY
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    I have been working at Nasdaq full-time (More than 5 years)

    Pros

    Decent salary, easy commute, opportunity to experience different roles

    Cons

    Scare tactics used by management, not a lot of motivation or training provided, seen many people fired on the spot even after reaching their targets, acquire companies, but dont know how to integrate them successfully

  8. "Challenges facing the stock market"

    StarStarStarStarStar
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    Pros

    Good benefits, laid back work environment

    Cons

    Current management is not equipped to handle the challenges facing the market and technology group

    Advice to Management

    Step aside and let the younger folks start running the company


  9. "Good co-workers bad managers"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Operations in New York, NY
    Current Employee - Operations in New York, NY
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at Nasdaq full-time (More than 5 years)

    Pros

    Good co-workers who will help you in a pinch.

    Cons

    Most managers clueless and should not have their jobs, just look at what happened with the Facebook IPO. Most of what you learn is by yourself or from a co-worker. No help from Management. Low pay, long hours and micromanagement.

    Advice to Management

    Listen to rank and file employees


  10. Helpful (3)

    "Opportunities within the framework of defendable decisions"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Engineer
    Current Employee - Engineer
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I have been working at Nasdaq full-time (More than 3 years)

    Pros

    Opportunities to contribute to interesting projects.

    Peers, teams & coworkers that range from average to excellent in skill & personality.

    Compensation
    - Consists of a base salary with a 5,10,15,20,40% yearly bonus depending on one's position (e.g. associate, professional, senior, director, vp, etc)
    - ESPP is available in 6 month intervals at a 15% discount
    - Healthcare kicks in immediately rather than after some period (90 day)
    - RSUs are granted yearly and vest after 4 years.
    - 4% 401k match w/ Vanguard

    Cons

    As with any large organization, it suffers similar challenges.

    - Plenty of turnover and organizational restructuring. Each year titles are renamed, groups are volleyed back and forth between senior managers in the name of "growth" "efficiency" "synergy"

    This leads to an unfortunate loss of direction each time a reorganization/management shift occurs in the technology organization. Despite these shifts, the groups and the organizational process/workflow/structure have remained relatively unchanged. The same groups talk to each other to get the same work accomplished. Rather than the Greens talking to the Yellows, it simply shifts to the Oranges talking to the Browns in title only.

    It is very similar to the observation that mergers fail due to organizational processes not meshing together.

    - A technology company severely incapacitated by the recent corporate culture of defendable decisions since the technology issues of the largest IPO. e.g. "No one ever got fired for hiring IBM."

    This has mainly led to the culture comprised of skilled, agile teams, capable of building solutions, to incapable teams that have lost their top talent to turnover. The policies put forth make for a severely demoralizing & demotivating a workforce that's otherwise tremendously capable.

    This makes for a fairly oppressive work environment and a structure that engenders mistrust. A small bit of sanity comes from the small alliances that are forged amongst the Romeos & Juliets of groups at odds with each other.

    - Senior management is severely disconnected from the ground floor workers as they are incapable of dog-fooding the products & policies they put forth. As many know, an idea does not sell itself, but the hard work and attention to detail make the difference. By pushing policies in the name of leaving a legacy, resume bullet point, or being a yes-man, relationships & respect are broken.

    - ADHD inducing distractions. Being an open setup, there's a tremendous lack of ability to focus on a task at hand.

    Advice to Management

    Bob G asks at group lunches, "What can we do to improve our company?"
    When most of the employees are speechless, it's not that there aren't any improvements to make, it's that they are paralyzed from speaking as they don't know where to begin.

    - Our salaries reflect that we are a knowledge workforce rather than a labor workforce. The most important competitive advantage of a knowledge workforce is the cultivation and management of that knowledge & critical thinking base. Top talented engineers make great team leads, however are very unlikely to be good managers.

    - Stop reorganizing the company. History has shown that war has not been a struggle over territory as much as the battle for a shift in power. As different heads continue to battle for territory, it's a reflection of individuals shifting their priorities from EXCELLENCE to SELF-PRESERVATION. As management's focus shifts to self-preservation, competitive edge is lost as top talent decides that their sanity is more important than the compensation package.

    - Focus on building & forging employee relationships rather than relying on top-down edicts of how employees should work. Build a collaborative environment where minds can mesh. Google about the design of the Bell Labs Hallway.

    When it comes to fixing problems, there are 2 types of consultants. Ones that are looking to bill you for putting on a show, and ones that understand that the individuals best suited to fixing an organization are the individuals within it. The latter consultant merely facilitates the process of finding the individuals capable of a finding a fix and facilitating that fix.

    - Invest in infrastructure and building environments capable of being tested during work hours rather than during the weekends. A burned out employee is incapable of contributing to the knowledge base of the organization as a whole.


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