Avoid this department - Market Surveillance Analyst CME Group Employee Review

1.0
7 Mar 2019
Recommend
CEO approval
Business outlook

Pros

-Ok compensation and benefits -The office is nice -Opportunities for civic engagement -Good hours when fully staffed

Cons

-Highly toxic work environment -High turnover in NY Surveillance Dept (4-5 departures in 2018 alone) -Work is bland and uninteresting -Training, unless being conducted remotely from Chicago Surveillance, is very disorganized -Favoritism on an epic proportion -Outright bullying for all to see -Arbitrary terminations -Lack of diversity, no underrepresented minorities, and doing nothing to fix it

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CME Group Response
7y
We actively promote our Compliance & Ethics helpline as a way for employees to raise concerns and for the company to investigate reports received. We hope that you used this forum during your time with us. We assure you that termination decisions are not arbitrary and are never made in isolation. We follow an established approach with various approval steps when considering such actions. With respect to your comments about diversity and inclusion, the company continues to invest more and more resources in this area. We are very proud that two of our seven employee network groups are focused on serving our African American and Hispanic colleagues. We also continue to engage with our peers in the Financial Services Pipeline to increase African-American and Hispanic representation within the financial services sector.

Explore other reviews about CME Group

5.0
11 May 2026
Recommend
CEO approval
Business outlook

Pros

good pay, interesting work, good people

Cons

very very little work life balance

3.0
25 May 2026
Recommend
CEO approval
Business outlook

Pros

Strong engineering culture with exposure to large-scale financial systems, distributed architecture, and production-critical platforms. Good opportunities to learn modern cloud, performance, and reliability engineering.

Cons

Bureaucracy and internal politics can sometimes outweigh technical merit. Employees who take ownership or challenge inefficiencies may face delayed recognition, unclear growth paths, and shifting expectations, leading to frustration and disengagement over time.

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