World Economic Forum Reviews

Success here often feels less about your performance and more about who you know. If you're part of the right circle, have the right connections, or are loyal to certain leaders, you'll have far more opportunities than others. People have been raising concerns about the lack of career growth for years, and the new job architecture was just announced as the solution. But in reality, it doesn't fix the core problem. The top leadership structure will not be changed, and Managing Directors still have broad discretion to decide their own team structures and job titles. That creates plenty of room to protect their preferred people while pushing out those they don't like. If they need to justify keeping someone, they can simply redesign the team or assign more direct reports to this person. If they want someone out, they'll find a rationale for that too. The leadership reshuffle last year also felt more or less cosmetic. While Managing Directors were assigned new responsibilities, many were able to bring their close team members with them, so the same groups stayed together under different organizational charts. People simply changed teams and job titles while continuing to work for the same leaders as before. What's the point of such exercise?

Lack of growth trajectory, no clear career coaching, lack of transparency