Your experience will depend largely on the team that you're placed in, and will vary from very bad to an average, dull job at best. Most managers are worn out from years in this role/industry and you can tell that they're unhappy with their lives. This translates into the role with a culture of under-training, overly high expectations, finger-pointing when there is a mistake, and micromanagement. Teammates are unhelpful and get annoyed when you ask questions, even though there is no other way to learn the job since all of it is very Goldman-specific. They will actively talk about you negatively and assign blame when something goes wrong. Overall, the people make it a very toxic culture. There are a few genuinely good people, but most are only worried about themselves and networking with you so most interactions feel surface-level.
The lack of training may be due to the expectation that there will be high turnover, which creates a self-fulfilling prophecy. If you do stick around and even if your team isn't bad, your job is to do very monotonous, repetitive tasks that would be better off being automated. And, since Goldman uses unique software and your role has such little impact to the company, there's no transferrable skills that you gain for your next role.
Ops is also treated as the bottom of the totem pole here and it shows. My annual bonus was <5% of my counterparts in front office. You get paid a fraction of what the front office makes, with overtime rate at 0.5x (instead of the usual 1.5x). At this point you're working 10+ hours of overtime per week for less than the NYC minimum wage at around $13/hour.
My advice: only take this job if you have no other options. Even then, beware that there is a 12-month minimum contract, where you have to pay the (pre-tax) $10,000 relocation bonus back to them. The job was so bad that I considered paying this multiple times so I could leave.
