GreySpark Reviews

Thanks for the feedback - I'm guessing it is either a long time since you left or that you may not have seen the training plans (internal or external) that we offer - BCS, IOC, CFA, Prince2 etc. to name a few. These are mandatory at some levels so I am not sure how you missed them. As I hope has become clear on these pages, we run an entrepreneurial business - if you have ambition and a plan to follow it up, we assist this into reality. Not sure what you mean by dead wood - our retention is very high, as is the quality of our people. If you truly were disappointed in the first week and did not mention anything on how you wanted to develop or use the GreySpark resources at your disposal, that is a shame - in your current role my advice would be to make that clear early on this time. Two things are repeated throughout the recruitment process and until the last day somebody decides to be part of the GReySpark team: 1 - GreySpark looks for and hires individuals with talent (sometimes raw) and potential. We then dedicate care, money, time and effort to allow these individuals to develop into true leaders 2 - Nobody has ever worked for GreySpark because she or he had to. People work for GreySpark because they choose to. As a consequence, the individuals who find a passion for consulting in financial services, and who keep up with the pace of a very demanding industry, will rise to senior management positions and even partner in a fewer number of years than in any other firm like ours. On the other hand, when GreySpark is no longer the place where someone aspires to be in the long term, she or he can take with her or him all the training, the skills, the knowledge, the experience and the relationships built during their time at GreySpark and use these assets to succeed anywhere she or he chooses to go. You should be very proud, as I and all the Partners are, of your former colleagues who continue to be the leaders that GreySpark had a part in them becoming. GreySpark alumni: - have started their own businesses and several FinTech companies - joined and hold management positions in the most prestigious financial institutions - head trade associations and think-thanks - joined and hold management positions in the most prestigious consulting firms

Thanks for the constructive feedback. To address your points: - the management team have senior management experience from both consultancies and investment banking companies - we are constantly investing in our people: we have a training plan that consists of courses (in-house and external formal qualifications); an internal website where training packs, videos and case studies can be found - this has been available since 2011 and is detailed at induction - training in-house is offered from day one; you are correct that external courses are not pursued until after probation which is typically three months. We like new joiners to have some time to settle in - we're not sure what you mean by 'strange tasks for management': non-billable time is typically utilised with contributions to white papers, CMI reports, training and as appropriate, projects for clients and developing core skills. There is an expectation that individuals will be proactive to some extent with this Regarding our methodology, there is an extensive website that has been built up over five years that contains our templates, methodology, engagement history and summary It is unfortunate (and strange) that you missed both the knowledge database and didn't utilise your time as requested while off client site. The database was a significant in-house project that took a number of months to take to the next level as a consolidated source and was well publicised internally. I hope you take this response positively and if we can help you with any aspect of this please get back in touch.