A decent company. Day start with supporting Tky Traders and operations with their IT and business operation issues.
I have learnt a lot of business concepts by working with business users, implemented a lot of Dev Ops and IT Operations projects.
Managed almost 40 people and understood the dynamics of people management.
Being a global lead, had to do a lot fo adjustment for dealing with US business users and other stakeholders as the timezone is different.
• Responsible for delivering best-in-class production support for Sales & Trading business users in Tky, HKG, London and NY regions (L2 &L3 teams)
• Own and manage number of regulatory, Infrastructure and BCP projects, stability reviews, problem management and automation projects
• Manage day-to-day Operations & Support liaising with Development, Infrastructure, and operations (3 VPS and 15+ managers reporting to me globally in this area. 30+ vendor team members working regionally under the leads)
• Saved around $1 million in infrastructure consolidation projects
• Owned and delivered Sybase, DB2, Autosys (R11) upgrade projects for the Sales business group
• Owned and managed the MiFID2 regulatory projects for the Sales group
• Responsible for effective engagement with key stakeholders in Sales & Trading Business, IT and governance areas
• Responsible for the buildup and management of FI team in India, Bangalore (Sales, Rates, SPG & Credit application management groups, 20 FTES got added in a period of 1 y
Voice Operation Level 1 support and incident management for global voice infrastructure.
• PBX Trunk checks generate Daily Alarm Report to identify trunk failures & service affecting alarms
• PBX FTP Back up delete & Run manual FTP backup if automatic back fails, identify Root Cause Analysis for backup failure.
• Voicemail Pilot numbers testing for every MS offices & Virtual Operator Tests.
• Firmware Upgrades for Avaya PBX’s for the following boards: DS1, IPSI, Media Gateway & Media Processor, CLAN, Analog & Digital line cards, Digital phones, Announcement Boards. Coordinating PBX CM upgrades and Preventive Maintenance activity.
• MNS Server backup & Reboot.
• Voice print server, application alarm monitoring and its escalation.
• Meet exchange server, application alarm monitoring and its escalation.
• Nice Dodd Frank recording alarm monitoring and its escalation.
• CTI Application alarm monitoring and its escalation.
• Channel Bank Testing.
• Report RFB (Ready for business) & EOD (End of Day) status for Asia Pac, Europe, and America for any Outages & Emergency turnovers.
• Issue follow-ups internally with regional teams as well with vendors (PBX Alarms, Voiceprint, BT, Iconf, Speakerbus) and service providers to rectify trunk outages.
• Arranging Vendor-meets with co-ordination of local IT Admin.
• Outages Follow ups, Notifications, Updates, Resolutions.
• Contribution in scheduled power downs for graceful shutdown of voice equipments & Health checks after power down/up finished.
• Weekly Scheduled turnover report & Problem occurred report, Weekly
The 5 Types of Work That Fill Your Day
Hacking work is all the rage these days, along with tips for managing email, taking notes, and running meetings. But, at a higher level, what can we learn from analyzing the different types of work we do and how we allocate our time?
1. Reactionary Work
2. Planning Work
3. Procedural Work
4. Insecurity Work
5. Problem-Solving Work
What We Learn When We Audit Our Work -Taking all five types of work into perspective, we can audit our day and the types of work we engage in most.
My typical day includes 2-5 types of work, with the majority being Reactionary Work. I hate to admit it, but I find that Reactionary Work constantly bleeds over into my efforts to schedule myself (Planning Work) and the deep thinking required to solve problems (Problem-Solving Work).
I also find that, between nearly any type of work, I usually slip into a period of Reactionary Work that may include surfing the top of my email inbox, or a period of Insecurity Work, which usually comes in the form of scanning Twitter messages about our business.
All work is not created equal. Try working with an awareness of the type of work you're doing, and how it's helping (or limiting) your progress.
What's Your Take? How do you juggle the different types of work you're doing?
Prosopportunities to adapt more knowledge
Conslong hours and no support from management in the silo
-Fast paced, Tight delivery timelines
-Most tenured employees have deep understanding of Investment banking and/or Wealth Management domains
-Very slow processes, ticket based hand-offs across multiple teams, multiple external teams need to be involved to deliver a production release
-Slow technology adoption, Outdated tech stack. Cloud adoption still in early stages. Whatever is adopted, is engineered really well
- Significant additional work in projects unrelated business enablement, due to platform hygiene and security risk remediation targets
- Professional work culture. India teams are respected and suggestions are heard, India leadership team is good.
- Office politics is limited. Performance, merit, Initiative is recognized & rewarded
- Senior management is approachable, Skip level meetings are encouraged
Pros-Razor focused on delivery and meeting business commitments -Good pay
Cons-Long hours. Daily calls with onsite teams in NY -Too many employee engagement events, organization development initiatives, which seriously drain delivery time
Best place to work, great team and overall good self development.
Perform daily reconciliation of the Risk systems. Investigating and resolving P&L breaks on daily basis including corporate actions, P&L attribution and bookings issues.
Prepare daily TD+1 P&L reports for distribution to the business unit and finance managers for review.
Liaising with various stakeholders like the BU, Ops and IT teams to address booking issues and day to day queries.
Understand the risk & reporting systems and contribute to enhancing the control environment.
Preparing day one PNL of structured deals and escalate in case of any booking issues.
Following up with Valuations team to certify deals traded on uncertified models.
Preparing weekly reports to determine drivers and risk moves of the underliers at book level and substantiating the P&L with related commentaries.
Ensuring the company and regulator policies are adhered.
2+ years of experience as a part of level 2 Application / Technical Production Support Team with working knowledge of Unix, SQL, autosys job scheduling ,Servicenow ticketing tool, RapidSQL.
Analyze, investigate and provide support to Morgan Stanley infrastructure Autosys jobs that ensure the daily data accurate, secure and on time.
Provide support to Morgan Stanley financial application such a trading application Pricing Renovation Database and Daily pricing,
Provide production support to email/user request of regarding any issue with end of day prices.
Working in job scheduling using autosys tool
Having good knowledge of UNIX commands (grep, mail, cat, ssh, chmod, find, etc).
Experience working in 24/7 support fixing production bugs.
Incident/ problem management and impact analysis.
Customer support, incident tracking, root cause.
o Comparing budgets with actual cost & revenues related to production, marketing and capital
o Reconciling control accounts and sorting out discrepancies
o Filing VAT return, E-TDS payment & E-TDS quarterly return
o Remitting foreign currency for import advance & other expenses like traveling, consultancy, advertising & project export
• Prepared reports for top management and summarized business financial position in areas of income, expenses, capital usage & cash flows
• Handled activities related to:
o Preparation of strategic plans, budgeting and financial forecast
o Maintenance & filing of projected P&L Accounts, Bills Discounting and Balance Sheet as required by bank authorities & other financial institutions
o VAT, TDS & Income Tax Assessment
Profile with steep learning curve and professional culture in organisation
My role involved handling end to end life cycle of Equity trades done by traders in 13 Asian countries. The initial process migration phase from HongKong to India was the most challenging part as the team was handling the process for long time. The challenge as well interesting part was building confidence and presence with all our stakeholders like the trading desk, other support teams, senior management in onshore business.
A typical day would involve meeting deadlines at various hours of day as per each of those 13 countries requirement which helped me learn time management and prioritization.
Good work culture but less learning & growth opportunity
Though this company offers a very good standard work culture in general, it all depends on one's boss.
Junior and mid-level folks are having great knowledge and experience.
There are many people who are working for more than 10 + years in this company, still maintaining the ancient tech stack. Sometimes they create problems.
This company strongly believes the red-tape system only. One have to face unnecessary problems with this red-tape if he/she want to use any recent technologies.
Not everyone is measured with correct yardstick.
Not everyone in same position are getting equal pay.
• Migration of Account services project in Investment banking successfully.
• Training the offshore employees, Subject Matter expert.
• Stabilizing the process without any negative deviation.
• Ensuring the customer enquiries are attended on timely manner.
• Adhering to quality parameters and achievement of targets.
• Working effectively in group settings, collaborating with team members to achieve team objectives.
• Understanding the situation and identifying patterns and address the key issues.
• Undertaking new initiative or responsibilities and faces challenges.
• Initiated on the quality projects and worked on the process enhancements.
Great brand name, but typical corporate culture politics
First and foremost, Morgan Stanley is a great name brand and a good place to start your career in technology. You will learn about how to deploy technologies and ultimately work with various stakeholders, internally and externally.
Since Indeed asks for a complete and honest review, I will also share some of my Areas of improvement thoughts on the company culture. When I first joined Morgan, I was really excited to be joining a company that I believed valued its people-- that's what I was constantly told in the beginning by senior executives giving speeches at the Technology Analyst Program, and it's what I told other people as well.
Morgan Stanley hires young tech talent, but as an industry and as a culture, it fails short in the following ways:
1.) Toxic culture and lack of accountability:
Toxic coworkers: Be prepared to meet some really angry and passive aggressive older generation at work that are competitive and will backstab you, steal your work, lie about your personality, or lie to you.
Harassment: If you are a female, be prepared to be silenced and discounted by HR if you report any kind of harassment issues. I feel sad writing this, because I wish it weren't true. No one wants to be the person who experiences this kind of toxicity and have to tell anyone. It's even worse when people make you feel isolated for it. The symptoms of a toxic culture and lack of accountability.
2.) Technology is still back office, seen as an expense, not revenue gen
Toxic Hellhole'd Cubicle Environment, depending on your dept.
In an interview, I was told that a former assistant abruptly left the company
without giving prior notice to her superiors (supervisors). Prior to her,
another assistant spent a year in the dept., then decided she didn't want to go permanent with that dept. Historically, executive assistants came & left in the dept. I ended up in. The turnout was so bad that the Directors who I supported weren't able to hire an executive assistant for a year.
I thought nothing of this history as I needed to work. Reflecting on my short-lived experience with that particular dept., I understood why there was such a high turnout: it's a toxic hellhole consisting of deplorable millennials who happen to be Associates/Consultants.
Morgan Stanley, in general, is a reputable company. However, a section on the floor I worked at was the mirror-image of a local NYC Public High School in Staten Island:
1.) You have immature, micro-aggressive, outrageously arrogant and fake Associates who will do ANYTHING to absorb praise & attention over private life matters irrelevant to your job description (I gained NOTHING from their hype as I was NOT friends with any of them, socially they're not my crowd). They already display grotesques attitudes at you with their evil eyelooks/stares/rolls at you, but if they don't get your praises over their personal-life hype, they'll throw a conversational-tantrum with their cubicle partner & regard you as an Enemy of The State who don't want to socialize wi
ProsThe external Christmas Holiday Party was VERY eventful!
ConsBarely ANY diversity on the floor I worked at, No Ceiling Cameras on the entire cubicle-floor to monitor human behaviors on that floor, No Psychiatric Dept. within the company that I'm aware of. As a result of the last 2 Cons, TOO MANY millennial Associates & Consultants have bullied, patronized, inappropriately pestered and demonized people around them, and have gotten away with it, while their target has either quit their job or got abruptly fired; and thus developed PTSD.
Quiet workplace - temp position good if you're in-between jobs
Overall, As a temp worker, it's not too bad. Generally, people are friendly and willing to help you when you need it, will give you advice, or will even show you where to find answers. It's a pretty relaxed environment because everyone is pretty in control of their workflow and you're not micromanaged.
The work itself *can* be stressful, reading the borderline moronic, stupid complaints from rude filthy rich incompetent people secondhand was enough to pull on my anxiety on the day-to-day and if you can't learn to detach yourself it will be very taxing for you.
I was promised a full-time position if I kept working in the temp position and doing a good job (as is pretty typical), but when a temp person got promoted to full-time, I asked how long it took them and they said TWO YEARS. Two years of contracted temp work... good grief. I quit shortly after that. Being a temp worker is cool and has its perks, but if you like this job and want to commit, you'll be waiting for a while, and Mr. Morgan Stanley will be pocketing the extra dough from you not being full-time... it's just slimy. Not sure why it isn't full-time at the start. There are no good reasons why it shouldn't be.
The best part about working this job is people generally left me alone. I'd eat lunch alone, my desk mates would never talk to me, and I would just jam out to my music and sometimes watch youtube videos while I grinded out the work. It was awesome. After a while, my trainer stopped checking in with me dai
Prosnot micromanaged, occasional free lunch, pretty easy when you get the hang of it, no socializing
Consrude emails, rare promotions, disjointed company structure, other MS employees uninformed
Working at Morgan Stanley has been a great experience. I would suggest others to take an offer from Morgan Stanley if one is presented. One of the great things about Morgan Stanley is the flexibility. There is no such thing as a set schedule. Most deadlines are spread out over the course of a set period and individuals have ample time to complete the tasks at hand as long as you are disciplined enough to self manager yourself. The management teams are extremely knowledgeable and always willing to lend a hand when needed. I have learned so much in my time with the firm from an accounting and financial perspective, but also from a professional viewpoint. I have learned how to take a step back and look at a process to be able to look for was to enhance how things are done today. Over the course of my career here, I have learned many essential skills that one would need to advance my career. I have been involved with client invoicing and understanding all the business impact for different products and lines of businesses. I have been exposed to the expenses paid to internal and external parties that market our funds to investors. I have become an important part to our teams that generate our forecasts for the future and profitability of our products and services because I now understand how the revenues are offset by our expenses to determine what the firm is actually earning from one product to the next. The hardest part of the job is understanding who provides all th
ProsTeam atmosphere, great corporate culture, phenomenal work / life balance
Morgan Stanley has been a great place to work but the lack of work life balance has created a negative work environment. You have to be able to have a life out of work and as a person with a young family, this has become more and more of a challenge. I absolutely love working hard but the pendulum has swung too far to that side and there is no balance.
A typical work day is at least 10 hours, which is very much in line with the industry and most people seem to be very fine with this. I manage a team in Baltimore and also a vendor team in India. A 10 hour work day is an extremely good day. However, typically the average is 11-12 if not more and currently the hours worked by the team over the course of a month is more in line with working 5-6 weeks worth of hours over the month. There is very little work/life balance which is the stressor for most of my team and the department currently. The problem with this is that it is not just a peak over an end of month period of the end of quarter, it has been this way for a year so most people across the department are at breaking point which is what is driving our attrition.
Workload is partially driven by the product you are supporting and also the location, which as a whole is going through a very tough time as there is direct competition and viable options for other employment which is contributing to the attrition. The problem is, it has continue to go through a tough time for a year and despite the Directors being very voc
ProsVacation benefits are high. 4 weeks paid vacation.
Fast paced, changing economic/financial environment, rewarding work helping people stay on track to meet their financial goals.
On a typical day as a financial advisor associate you arrive at your office just as or a half hour before the market opens in New York (6:30 AM AZ time during daylight saving time and 7:00 AM otherwise). You spend about an hour catching up on what has happened in the world between the market close yesterday and the market opening that morning. You spend 5 hours, in 1hour blocks, making cold calls, follwoing up with leads, and making warm calls to people you know. The objective each day is to develop leads from cold calls and setting up appointments for face-to face meetings to develop leads into prospects. On 3 nights a week you spend from 5:30 PM until 7:00 or 7:30 PM making cold calls to residences. Every other Saturday you come into the office for half a day to catch up on administrative duties and make more cold calls.
What I learned from this experience is that the one commodity that you need the most of is time, of which there is limited supply. Therefore, you must always be asking yourself, what is the most valuable thing I can be doing with my time right now? I also learned that as a result of the do-not-call regulations and the FINRA regulations, you have to market yourself in several different ways to be successful. There is no one way to market yourself that is more productive that another. They all work a little bit. You have to talk to a lot of people to get 2 - 5 leads each day.
Managements approach is to keep the financial advisors from drifting outside of re
Prosthe potential to earn a substantial income helping people achieve their needs and dreams.
Conspersonal sacrifice. it takes 3 to 5 years of working long hours, nights, and some saturdays to build a respectable book of business.
Negative Culture, Poor Management, Few Growth, Political
I started at this firm through a temp agency contract to hire straight out of school with a degree in Finance and Economics from the business school from Ohio State University. A call center atmosphere is not what I had originally had in mind right of school, but like me an other recent graduates who I met and also took the position was determine and enthusiastic to do our best hoping for greater opportunities down the road within the firm. Months later these buddies I met slowly ended leaving the firm for better positions with better firms. I soon realize that the firm was not a place where I wanted to continue my career, not only does the firm take months to offer you a position (anywhere from 6months to 2 years), but once offered the position it takes HR I kid you not months to follow up with the paper work to make the conversion process. I knew some one who was offered the postion in May and did not receive the paper until my last day in the month of August. I debated about taking the offer due the fact there is an 18 month rule where you can not move up just lateral within your department, again there were other factors such as no matter how well you do or where your stats are in relative to everyone it doesn't really matter unless certain management and hiring decision personnel like you. This place is really like capital hill it's all political and if your rhetoric skills are great and have mediocre stats or somewhat of understanding of your postion you go far. It stri
Don't Do It, unless you know you will move on quickly
This firm advertises opportunities to get in to this rewarding field where you can help others reach their financial goals. They advertise a complete training program *the FAA Program*, replete with a coach, weekly meetings with a manager to help build your business, and much much more. BUT, this does not happen if you are in NJ, NY or even most of PA.
First day...handed a bunch of papers, sit down at your cube, and "figure it out." There was no help, guidance, training, mentorship, or ANYTHING that was promised.
Best thing was, I got totally licensed. Now that I am not meeting their SALES goals, I am leaving...but with a book of clients who will come with me to another firm that really cares about clients, rather than judging them about how much in assets they have.
Yes, judge people by the assets they have to invest. The MINIMUM a client needs to bring in is 100K. I ask, how many people do you know who have that amount and are willing to put up with MS ridiculous fees? Annual maintainence fees, low balance fees if the account falls under a threshold for even one day, and then there are the fees. High fees. 2% or more. Few if any. So you will struggle, as I do to bring in assets. Then they hold back your account processing, because you are new, so they can say you did not meet goals at 3, 6, 9, 12, and more months checkpoints. And again, they think that a person with less than 100K to invest is worthless.
What to do? GO ahead and take the FAA job if you get through the s
Prosbenefits and 401k choices ok if you want them
Consworst management and client service i have ever seen, the firm does not care about people, only the bottom line, sad but true
I work for a financial advisor that manages $1B in assets. A typical day consists of heavy phone coverage and responding to client requests, such as transferring securities between accounts, wiring funds, and sending checks. I prepare/complete client forms and work with the advisor and staff (two other advisors, a second CFP in addition to the primary advisor, and two CFAs) determining strategies for clients funds and situations. We take clients through a rigorous financial planning process that covers all areas of life, including insurance, annuities, long term care, lending, wills, estate planning, retirement planning, and philanthropic strategies. I open accounts, establish them on management (on our discretionary platform where we 100% manage the funds and with 3rd party money managers), prepare research and performance reports for client meetings, and countless other similar tasks.
I originally started with this company when it was Smith Barney. It was a nice place to work with a family environment. Since the merger with Morgan Stanley and subsequent conversion to the newly created platform from the legacy Smith Barney platform, the firm has been an incredibly difficult place to work. Without overly going into detail, the entire culture of the firm was destroyed and turned into an enormous, sterile atmosphere. You cannot compete simple tasks nor can you get help when you actually need it. It’s truly depressing to see people constantly leave for greener pastures (basic
Questions And Answers about Morgan Stanley
What is the most stressful part about working at the company?
Asked 5 May 2019
Long working hours
Answered 21 Mar 2022
All of a sudden , managers are angry and force an employee to accept a blame.
Answered 22 Nov 2021
If you were to leave Morgan Stanley, what would be the reason?
Asked 19 Jun 2018
Answered 28 Aug 2019
Answered 5 Jun 2019
How did you feel about telling people you worked at Morgan Stanley?
Asked 11 Nov 2017
Company work as per SOP and have the good environment of working.
Answered 19 Jan 2019
Company has developed his own standard and will be proud working with these company.
Answered 2 Sept 2018
Does Morgan Stanley require background check? What kind of background check does Morgan Stanley do and how long does Morgan Stanley take to complete a background check?
Asked 11 Nov 2017
Yes definitely they collect the data of the person applied and select accordingingly.
Answered 2 Sept 2018
Yes, they do require BGV. It takes 25 days (before joining)to complete BGV
Answered 1 Jul 2018
How are the working hours at Morgan Stanley?
Asked 7 Oct 2017
12+ hours every day is average for everyone.
Answered 21 Apr 2019
9hrs shift which at times is strectched depending on the Volumes