What is the hiring process like at S&P Global?

-above average salary -hybrid setup -great benefits

-no available leadership training -slow internal hiring process -leaders can be bias in promoting employee; doesn’t listen to criticism; lack of leadership skills or product/process knowledge

1. Exceptional Work-Life Balance: Enjoy unlimited paid leave (with approval) to recharge and live your life. 2. Immediate Financial Boost: High allowances are available from day one. 3. Competitive Compensation: Earn a significantly higher salary, especially if you're a recent graduate or were previously underpaid. 4. Low-Stress Environment: Experience a light workload with often repetitive tasks, including days where you get paid to do nothing. 5. Vibrant & Supportive Culture: Thrive in a workplace with fantastic people, engaging events, CSR projects, and morale-boosting activities. (plus PS5, Gym, and a café).

1. Mind-Numbing Simplicity, Absurd Screening: Despite an incredibly complex hiring process, the actual work requires no specialized skills and can be easily learned by anyone. 2. A Career Dead End: Forget professional growth. You'll quickly realize you're nothing more than an easily replaceable cog in a giant machine. 3. The Burnout Trap: The repetitive, monotonous tasks will relentlessly drain your motivation. You'll seek distractions, even leveraging company amenities, but the pervasive sense of emptiness will remain. 4. A Haven for the Apathetic, Hell for the Ambitious: This role is only tolerable if you view your job solely as a means to fund your personal life. For anyone with career aspirations, it's a living nightmare. 5. Stagnant Salary Growth: While the initial pay might be good, raises are minimal and slow. Once you hit your salary cap, your only option for a meaningful pay bump is to switch roles entirely. 6. It's a Trap; Escape While You Can: This company offers no real upward mobility unless there's significant expansion. Staying here means being stuck. The longer you stay, the harder to shift industries.

Work-life balance Diversity and inclusion Employee engagements Growth mindset Support to upskill

Low salary ranges Less promotions than hiring external talent

Medical aid is good, a lot of the people are friendly, HR services are very good and helpful

The turnover is extremely high, they retrenched teams almost every quarter and have not stopped since 2019. There is no transparency from management, the recruitment process is disappointing. Management does not have the necessary managerial skills to lead their teams.

Company's work culture is the best I have experienced, provides benefits like wellbeing reimbursements, wellbeing week off, recharge leaves(after you have exhausted all other leaves), long paternity/maternity leaves upto 6/9 months flexible work at office hours on anchor days.

Very complex process for Taxation, and strict rules on HRA or other investment claims in taxation.

Interview was good, and it went smoothly

The horrible part started after it, the recruitment is extremely bad and they leave you hanging for some time and contact again, it was stressful and not really worth it

- Decent benefits - Flexible hours and the option to work from home. They don't care if or from where you are working as long as you do the job. - If you're looking for a job where you can do the minimum and still get paid, this is the place for you. The less ambitious you are, the more you'll fit in.

- Good for early career and learning, but if you're ambitious, consider moving on once you become an associate. Promotions to associate director level take at least 3.5-4 years in Canada, compared to less than 2 years in the US, regardless of performance or workload. Only US-based analysts are considered for promotions above Associate Director level, which are seemingly tied to connections. It's said that in some cases people with the same sector expertise aren't even interviewed. - Promotion decisions are only made by US-based MDs to whom Canadian analysts have no visibility, they also keep rotating. It also depends on how powerful your MD is. They give same general answer to everyone asking about the process which is there is no budget, you should do better in management meetings, you should cover more complex credits etc. But when you ask for complex credits they say its bad for issuers if we move you or we are overstaffed you can look for opportunities outside. Heard same stories from several analysts. - People become director outside of their practice. Issuers/ bankers/investors often say Moody's analysts are better. - MDs have told employees that bonuses are the same for everyone, so there's no incentive to exceed expectations. - Frequent reorganizations and layoffs affect everyone. Your workload might more than double depending on the team they put you on but your salary/ bonus wouldn’t change. Office has gotten pretty rough lately. People have been moved to new teams or gotten new managers/directors, and it's causing some frustration.

Work life balance was good

Some hiring managers are not that much helpful during your internship.

Work environment is okay. Work hours are flexible.

Politics is prevalent a lot in specific departments. People hiring friends have bias against other team mates.

Almost unlimited leave, good insurance and medical welfare

When being interview, the process from the hiring team and HR is very slow. the hiring manager was not able to help much except to hurry HR.