S.G. Cowen

Case SG Cowen

SG Cowen is an investment bank, which was founded when Société Générale purchased Cowen and Company. The firm has grown and spread geographically throughout the US and they want to continue the growth. In the case, SG Cowen organized a recruitment for candidates from various graduate schools. The process includes “informational interviews” before official interviews, first rounds interviews on campus conducted by team captains who are SG Cowen bankers, and Super Saturday event consisting of a dinner with interviewers and sessions next day. After these activities, selections are made by the hiring conference. The problem for them is to give out two offers to four candidates who are between “yes” and “no”.

Considering my personal recruiting experiences, negative ones are when I looked for internships last year. I either received no response or rejections from companies. The reason for this could be that I did not fulfill the requirements for those positions.

As to the criteria used by SG Cowen, they wanted employees, who can fit for their firm culturally, don’t need extra instruction for his or her work and have enthusiastic personalities such as creativity and energy. Additionally, candidates are required for necessary skills and abilities such as languages, financial knowledge and analytical ability. Connecting these criteria with “means, motives and opportunities” mentioned during lecture, I think SG Cowen have realistic and clear requirements for their targeted human resources. The criteria fit with their general direction to grow and develop throughout the world with their focus on health care and technology.

If I was a member of the recruiting committee, the two candidates I would select are Ken Goldstein and Andy Sanchez. Goldstein has good financial skills and business related working experiences. Besides these, his performance in interviews was complimented by his interviewers that he could present SG Cowen well. The concern about...