How One Goldman Sachs Managing Director Hires His Team Of Tech Geniuses
Source: Business Insider
By: Julia La Roche AUG. 6, 2013, 11:26 AM
The technology department at Goldman Sachs is not only one of the biggest divisions at the Wall Street giant, but it’s also one of the most crucial.
The firm executes millions of trades on exchanges all around the world and none that that would be possible without a technology infrastructure that could scale and support that type of volume.
And of course, one way to secure a job in this division is to intern for the summer.
We spoke with Hari Moorthy, a managing director and technology fellow at Goldman. Moorthy is the global manager of margin risk for prime brokerage, futures, clearance and execution in Goldman’s global securities services division.
When he’s evaluating a candidate for a technology department position, he told us that he looks for three key skills — technology background, analytical skills and communication/leadership.
Those, he explained, fundamentally cover a large gamut of skills that they look for in the technology department of Goldman.
He added that they also emphasize innovation and using cutting edge technology for those who work in the technology division.
Moorthy also told us what an intern can do to impress him and the biggest mistake they can make.
We’ve transcribed our Q&A with Moorthy below. (Note: This has been lightly edited for clarity).
JL: Can you talk about your background and how you got to where you are today?
HM: I joined Goldman in December 2007. I joined into the margin technology group within prime services technology. Prior to that, I worked at a firm called CheckFree Investment Services, chief architect and of software development, focusing on their strategic software development within that division.
JL: Can you describe what the typical day is like for an intern in your division? What sort of responsibilities do they have at Goldman?
HM: Sure. Part of our motivation within the intern program is for them to get to know us and for us to get to know them. So in that spirit, we actually give them full responsibility for them to take them through their project which normally takes them about eight weeks. One of the things we do prior is define what kind of project they have to do so that they can actually run through the entire lifecycle of that project. That includes giving them a requirement for what they need to deliver, developing the software, testing it, productionizing it, talking to users, so they get a complete flavor for everything that have to do if they were working at Goldman.
JL: How do you decide how much responsibility to give an intern?
HM: Within the context of the eight weeks that I talked about, we want them to get a flavor for enterprise software development practice. It’s easier for an intern to say I’ve developed a particular piece of software, but developing it in the context of a bank and making it production quality is very important. So we do give full responsibility for them to the extent that they can take it and we want them to be successful in that framework.
JL: How about preparing for an internship in this division. What sort of skills does somebody need?