GLG hires from within and therefore the management across teams has been there too long to have any perspective. They have blind spots are unaware of their own ignorance. By the nature of the leaders having survived at GLG so long, they cannot see the issues that cause others to suffer.
Management thinks that GLG has high TURNOVER because they hire young people who eventually want to move on. But why would you move on from a company that pays nicely and promotes quickly from within? You can be a VP before 30! There's so much potential! The answer is that many of us just can't stomach the culture of overwork and the hypocrisy of so-called "open communication." When I tried to openly communicate, I was harshly scolded. Many of us felt lied to by the job descriptions, for example, they need to change the “Recruiting” role to “Network Development” because it’s needlessly confusing and attracts the wrong applicants who just want to find an actual recruiting role.
The Austin employees are SECOND-CLASS CITIZENS to NY, with completely inadequate HR and onboarding. The Careers page has amazing marketing that makes working here seem much more exciting than it is. Some roles are like being in a call center, and performance has nothing to do with skill or intelligence -- if you put in the most hours, even if your work is full of mistakes, you will be hailed as the best employee.
The open office plan is a major fault here that slows productivity due to terrible DISTRACTIONS and germ-spreading (people get sick a lot). We didn't have to ever work with the people sitting next to us, so there was no value in being in such close quarters.
Some of my colleagues hated the boredom and repetition, while I hated the SMOTHERING OF POTENTIAL. If you are considering working at GLG, be very careful and learn a lot about your team first.
