SG COWEN

A case study

Group 7
 The present situation
 SG Cowen is a financial firm that was born when Société Générake purchased Cowen and Company
in July 1998
 The firm is looking to recruit for its associate program
 On a Super Saturday, the decision on 4 candidates was still pending and Chip Rae (director of
recruiting) wanted to give out only 2 more offers
 The recruitment process at SG Cowen can be divided in 4 stages:
 Stage 1: Presentations
The company makes presentation in the core business schools of US
Resumes from non-core business schools are also accepted
 Stage 2: Informational ininterview
Interested students are invited to visit SG Cowen office
Non evaluative process where some insight about the candidate (like his interest in the company) can
be gathered
 The present situation
 tage 3: On campus round
Interviews conducted by associates or senior associates to screen students for the “Super
Saturday”
Rae believed that associates and Senior associates will be more rigorous while assessing
candidate’s skills
Rae believed that Senior managers should be involved in final interviews
 Stage 4: Super Saturday
Top 30 candidates shortlisted in the on campus round are invited to SG Cowen office for the
final interview
Each candidate had to go through five interviews taken by Senior employees and each
interview lasted for around 30 minutes
The bankers want to finish the process early but are always surprised to find out how strong
disagreements on some candidates could be
 The four candidates
 Natalya Godlweska:
1. Likelihood of joining: HIGH - 4 points
Called the bankers she had met at presentation to have informational interviews
2. Technical skills: HIGH – 4 points
Undergraduate degree in Finance with the highest GPA in finance department
3. Positive impact on the group: LOW – 2 points
Seemed stiff and uncomfortable during small talk at the opening of the interview, so
not a dynamic personality
Less than perfect English
4. Relevant experience: AVERAGE – 3 points
Worked for a software company that developed M&A modelling software
5. Commitment to work hard: VERY HIGH – 5 points
She seemed very determined, ambitious and ready to work hard
 The four candidates
 Martin Street:
1. Likelihood of joining: LOW – 2 points
From top B-school Wharton, so bankers were unsure about his likelihood
2. Technical skills: AVERAGE – 3 points
He told that he was taking several finance courses but his grades were not available
3. Positive impact on the group: VERY HIGH – 5 points
Substantial leadership experience, dynamic personality, confident and articulate
4. Useful experience: LOW – 2 points
Had no business experience
5. Commitment to work hard: HIGH – 4 points
Has military experience, so can trust his work ethics
 The four candidates
 KEN GOLDSTEIN:
1. Likelihood of joining: AVERAGE – 3 points
Nothing negative mentioned but might be thinking of alternatives which can offer
better work-life balance
2. Technical skills: VERY HIGH – 5 points
Reference told that his performance appraisals put him in the top 5% of the firm
3. Positive impact on the group: AVERAGE – 3 points
Will be hard on other first years if special allowances for him are made
4. Relevant experience: VERY HIGH – 5 points
Relevant work experience at PwC (auditing, drawing up budgets etc.)
5. Commitment to work hard: AVERAGE – 3 points
Openly talked about his intention to be able to balance a family with being a banker
 Andy Sanchez:
1. Likelihood of joining: VERY HIGH – 5 points
Well informed about the firm, came for informational interview
2. Technical skills: AVERAGE – 3 points
Undergraduate degree in Economics with 2.8 GPA but high SAT and GMAT scores
3. Positive impact on the group: VERY HIGH – 5 points
Bankers found him enthusiastic and personable, also will impart entrepreneurial spirit
4. Relevant experience: HIGH – 4 points
As an entrepreneur he will bring risk taking ability and wholesome business acumen to
the table
5. Commitment to work hard: HIGH – 4 points
Said wanted to leave his business and was ready for new challenges