When engineers do defect, it’s not all about the money. Says Mr Morrell, the recruiter: “Money seems to be the second, third, or fourth priority. It isn’t the catalyst. For a lot of workers, the question is how much traction does the new company have? Companies are going to have to articulate a real story to convince candidates to jump ship.”
当工程师真的跳槽时,所涉及的不全是钱的问题。猎头莫雷尔说:“金钱的重要性似乎排到了第二位、第三位,甚至第四位。金钱不是促使员工决心跳槽的因素。对于众多员工而言,问题在于,这家新公司有多大的吸引力?公司们将不得不讲实话,来说服候选人跳槽过来。”
That money-first culture may be quietly shifting on Wall Street, too. Start-up boutique banks continue to sprout. Founders concede that part of their calculation is the chance to keep more of the fees they generate for themselves. But they also say that they also want to be unshackled from the bureaucracy of the big banks.
在华尔街,金钱至上的文化可能也在悄然改变。创业型精品银行继续遍地开花。创始人承认,他们的部分考量在于有机会把他们创造的收费中的更多份额留给自己。但他们还表示,他们也想摆脱大银行的官僚作风。
For younger financiers, private equity firms such as Blackstone have been touting generous maternity leave programmes. Bank graduate trainee programmes, known for their gruelling hours, have softened their demands. Goldman Sachs has also implemented steps to “retain our most talented people for the long term” rather than simply allowing them to defect to hedge fund jobs after two years. Junior analysts can now be promoted directly to the next rung — associate — without having to earn an MBA degree. Traditional MBA recruiting for banks has weakened substantially so the move to hold on to the most junior bankers is savvy.
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