More hogwash. More BS. Sh1tty will be doing a skills assessment ...based on what? Another gigantic waste of time . There are a bunch of C15's and 16's that are absolutely clueless either about their business or what their domain entails or both. If HR was truly motivated to find out how many of these waste of oxygen's are coasting at Citi by licking the right boots, SW could have just let HR gain the confidence of a few C14's and C13's in risk or technology and they would have come to know the truth. But no...Sh1tty has no real interest in finding out who the losers are
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@v6 Sara.. Head of HR
Citi is pretty bad when it comes to middle/back office "talent" - my observation is people in middle office at GS or JP are at Citi's front office level. It is interesting to understand how did the company end up like this - probably consequence of the 2008 crisis, after which no decent person wanted to work here anymore. So many low-level BS employees infiltrated the company and hired even more mediocre people and now they reached critical mass at management level too and it is difficult to change things. That is why other companies always guard the entrance really well...
@fm HR SW got her Investment Banking job in Sh!tibank through nepotism.
Just like DEI hires, nepotism mostly leads to Not hiring the best candidates for the jobs.
Just look at her uselessness, cluelessness and incompetence.
But then this is Sh!tibank, NOT GS or JPMC. Sh!tibank can only attract, hire and retain feckless Br@!n De@d mor0ns. LMFAO!
After noticing the lack of depth and jargon-filled statements straight out of an American Airlines magazine during Town Halls, I've dug into resumes of our leadership. SW epitomizes Citi leadership selection; sycophants have zero to limited practical knowledge of the areas they lead. Like so many others in their positions, SW spent her entire career "leading upwards."
Before being anointed, she hadn't ever worked in HR. She was Corbat's chief of staff. Worked out well that she'd worked with JF earlier in her career, where one key skill she learned was how to eliminate headcount.
// "Wechter lacked a Wall Street pedigree when she arrived as a junior investment banker at Citigroup almost two decades ago. She grew up in suburban New Jersey, the daughter of a community college professor and an executive at a security company. But managers spotted her ability to interact with higher-ups. When she tired of crunching numbers for deals and left for Viacom Inc., they lured her back within three months to work directly under a rising star: Jane Fraser...
But that was late 2007, and Citigroup was reeling from shoddy mortgage lending that would spiral into the financial crisis. She and Fraser spent the next two years reshaping the firm’s strategy, shuttering business lines and eliminating almost 100,000 jobs. When the bank named Parsons chairman of the board in 2009, Fraser recommended Wechter become his chief of staff." //
From https://www.bloomberglinea.com/english/the-ex-banker-who-helps-citigroup-fight-the-groups-diversity-challenge/
In terms of "skills assessments," we were told we recently had one. I guess it was a double-top-secret assessment, to which nobody can (or will) say what skills were assessed. As far as we can tell, the main skill was the ability to grovel to the machine. Makes sense, since that seems to be the main skill leadership exhibits.
I’ve heard her speak at a town hall before — let’s just say clarity wasn’t her plus point. I’m still trying to figure out what she actually does… and I think she might be too.
@af is it only for coders/developers or for everyone? Moreover, at what C-level ?
@a7 HR head sent out a heads up that Citi will be conducting a skills based assessment and a training link was included ahead of the assessment. I am guessing that what Citi needs to do is sit their MD's in non-revenue generating roles down and assess their skills first before the worker bees. It's the lack of knowledge on the part of these MD's that keeps holding Citi back
Sarah should look in her own team. So many clueless HR folks around. CHRO in many small, mid-size countries could be eliminated without any significant impact.
What's the background here?