S.G. Cowen Recruiting Process
My thoughts on Cowen’s recruiting process, if I had been one of the last four candidates
In my opinion, Cowen’s recruiting process is very meticulous and exhausting. However, I believe that the process gives candidates a great opportunity to prove their worth. Cowen’s recruitment process gave each candidate thirty opportunities to convince thirty one-on-one interviewers that they are the right candidate. Therefore, I believe that the recruitment team would choose the right candidate for the final positions.
What I would ask the candidates if I were a senior banker at Cowen
If I were a senior banker at Cowen, my questions to the candidates would focus on their understanding of Cowen’s current market and the skills necessary to influence the market in the future. First, I would ask whether they understand the level of skills necessary to engage Cowen’s current client base. Secondly, I would ask for their opinion on the entire market of banking solution and Cowen’s performance in it. Finally, I would enquire from the candidates whether they have unique skills to improve Cowen’s performance in the future.
The two candidates that I would select had I been a member of the recruiting committee
The first candidate that I would select from the last four would be Andy Sanchez. I believe that Sanchez would be well suited in the banking solution sector. The fact that he already has operated a profit-making company means that Sanchez is a solution provider. It also highlights his leadership skills and ambition because he founded the company while still in school. My second choice would be Ken Goldstein. I believe that the performance appraisals from previous jobs show that he is a self-starter, which is what the Cowen recruiting process is looking for in candidates. I also believe he is responsible due to being a family man.