Risk vs. Reward - Choosing Your Startup #4

For the next few weeks, we're going to be featuring a five part series by Sally Bolig, Head of Talent Acquisition at Yotpo. Stay tuned to learn more about how to decide if the startup life is for you!


Case-by-case
Friends and family sometimes recommend questions to ask, but for those my suggestions are the following. Don’t ask questions you won’t truly understand the answers to. Such questions might include ones around ARR or burn rate.

Also, refrain from asking the following unless you feel that given the conversation you have already had, the questions are appropriate and relevant ones.

Some companies won’t be comfortable disclosing the following information and it’s important for you to know that it is not a red flag if they don’t. It will be entirely company-dependent.


1. How are quotas determined?
Asking about quota attainment is the right thing to do, but asking how those quotas are determined can be perceived as inquiring into intimate information in regards to company growth, specific employee success and failure, and a number of other things that aren’t appropriate to explore during an interview.

High level answer - generally quotas are determined by assessing the existing success of a team, then setting goals that will allow them to perform but also be challenged.


2. What is your company’s burn rate?
If the company hasn’t raised money in a while (i.e. over two years), it’s worth asking about the plan for the company and the end-goal they’re looking to meet. This gives you insight into burn rate without asking specifically that.

People often ask about burn rate because they want to know whether the company’s future looks bright or gloomy. You can accomplish an understanding of this through the first-tier questions above. That being said, if you understand the logistics around burn rate, some companies will be comfortable speaking to details around it.


3. What is your company’s ARR (annual recurring revenue)?
This question is asked for the same reason people ask about burn rate. Although ARR is something companies share with their employees, it’s often not something shared during an interview.


4. Equity Expectations
It is absolutely fine to ask whether equity is a component of the package, but you shouldn’t assume it will be. Numerous startups nowadays are offering equity to every person who comes on board as a demonstration of “investment in each employee.”

But there’s a lot to be said for offering equity exclusively to employees who have put in the time to demonstrate an investment in his or her company, rather than the moment he or she walked through the door.

Risk vs. Reward - Choosing Your Startup #5

For the next few weeks, we're going to be featuring a five part series by Sally Bolig, Head of Talent Acquisition at Yotpo. Stay tuned to learn more about how to decide if the startup life is for you!


Don’t ask
1. Is this co-founder the real deal?
Use Glassdoor to explore CEO approval ratings. Look directly below the star rating for “Approve of CEO” to see what previous and current employees are saying. Do your due diligence in regards to looking through the CEO’s experience and reading articles he or she has been featured in or written.

It’s a silly question to ask in an interview because there is so much research you could have done in advance, and it’s also a nearly impossible thing to concisely answer.

Absolutely ask questions around the CEO’s involvement with the company and on an individual basis, or even about his or her personality, but avoid asking whether they’re capable of running their own company well.



At the end of the day, these are not rules. For every example given above, I’m certain you can find a company that defied the typical trends. Will asking these questions guarantee you a risk-free transition into a startup opportunity? Absolutely not.

It’s impossible to know the reality of startup until you’ve graduated and begun working at one. The hope is that by utilizing this guide, Fordham students will be able to make the most informed decision possible and to effectively demonstrate their dedication to joining this ever-growing, ever-changing community.

Risk vs. Reward - Choosing Your Startup #3

For the next few weeks, we're going to be featuring a five part series by Sally Bolig, Head of Talent Acquisition at Yotpo. Stay tuned to learn more about how to decide if the startup life is for you!


Second-Tier
These second-tier questions are to pick and choose, and to include only when you feel that you would be uncomfortable proceeding forward without this knowledge.

There’s no guarantee that an interviewer will love these questions, but you aren’t crossing any lines by inquiring about these things.


1. Will you have to stay in the office until your boss leaves?
If so, this could get tricky very quickly. Of course, as a hard worker, there will be nights when you stay even later than your boss. But for it to be an expectation would be a huge red flag.


2. Is this an “8 hour a day” type of job or a “finish your work” type of job?
Only you can determine which of these you’re looking for but chances are that in startup, you’re looking at a “finish your work” type of day. For that reason, some days will be 8 hours long and others will be 12.


3. Is it okay to take vacation?
You should be able to take vacation. Typically companies offer between 10-18 accrued vacation days per year.


4. What startup shift could occur that would eliminate your position?
Things are ever-changing in startup and it’s important to be aware of whether management has given thought already to in what scenarios your position could be eliminated. And it’s good for you to understand the risk.

Additionally, management should be able to articulate to you at least one reason why. If they say there is no scenario in which this would occur, read that as a red flag.


5. Does there seem to exist a core “in-crowd” of employees #1-30? Or is the company adaptive and accommodating to newcomers?
There is no harm in the OGs (original gangstas) of a company being particularly close-knit. Look at what they built! But it’s important that they’re welcoming to new hires, and that initiatives are being made by the organization to help everyone feel welcomed and familiar.

Risk vs. Reward - Choosing Your Startup #2

For the next few weeks, we're going to be featuring a five part series by Sally Bolig, Head of Talent Acquisition at Yotpo. Stay tuned to learn more about how to decide if the startup life is for you!

First-Tier
These are the key components that you want to prioritize. All of these first-tier questions are not only appropriate to ask, but interviewers will respect that you have thought to dig so deep. It demonstrates your commitment to understanding the ins and outs of their organization.

1. Does the company want to be purchased or to IPO (go public)?
There isn’t a right answer but depending on what you’re hoping to accomplish at this company, it matters.

If a company is working toward being purchased, this purchase could occur in 4 years but it could also occur in 6 months. There is a lot to be said for being with a company that was acquired and therefore successfully demonstrated true value. You knew how to choose a high-quality company and contributed to the company’s accomplishment. But it also means that your company is no longer a startup. This could result in you now having a gig at a big name company, or losing your job all-together.

An IPO typically takes a longer time to attain. As long as you’re happy and performing, you’ll have the ability to work with this company for the foreseeable future as it grows and proves value. Typically companies looking to IPO are extremely passion based. However in order to IPO, a company needs to demonstrate a value-add more appealing and accepted than any competitor of theirs does and, of course, there are few companies that successfully do so.

2. How long has the company been trying to fill the role you’re interviewing for, and why is it open in the first place?
Much of the time the reason will be because the organization is going through a growth stage and this is a purely new position. Sometimes, it’s not so simple.

It’s important to understand whether this position has been open for a long time. If so, why is that? What about the other candidates proved to not be a fit? Has the spec for the role changed a number of times? Dig.

It’s also important to understand whether the previous person in this role was fired or quit. If so, why? What has the company learned from the departure of that employee? How has that impacted who they’re looking to hire this go round? Dig.

3. How often do people leave the company of their own volition? How often are people fired?
In many startups, there is high turnover. Those are not the sorts of startups you want to join. Ask questions around who is leaving, how often and why.

Also, if you’re interviewing for a sales role and are told that the reason people are leaving is simply because “it’s sales” and “a hard job,” know that you’re being misled. There are many companies where salespeople remain for a long time.

4. Talking sales roles, how many reps are hitting quota?
When it comes to any sales role, you will never find a company where 100% of the team is to quota. If you do, either the person you’re speaking to is lying or leadership has done a haphazard job of creating goals. Look to hear that somewhere between 70-90% of reps are hitting quota. Those are healthy figures.

5. Are promotions tenure or merit based?
If you’re exploring startup, the answer you want to hear here is that promotions are merit based. Of course there will always be guidelines around how early you could expect to be eligible for a promotion (9-14 months is typical), but in a startup environment you should be somewhere with management that takes into consideration not only tenure but performance, hard work, initiative and positive influence within the organization.

6. Will you have at least one key manager who has done your job before and who has influence in creating your goals?
In simpler terms, if you’re a SDR, is there someone who has actually cold-called people for a living who is a key player in making decisions about your future quotas and growth?

This is important because you want to be led by individuals who know the reality of your day to day. They can sympathize with your struggles and be your champion, but they can also call you out when you’re making excuses.


7. What is the company’s anticipated growth in regards to head-count?
Look for growing companies but be wary of companies that are growing too quickly. But what does realistic growth look like? There is no true rule of thumb, but if a company of 100 employees is telling you that they’re scaling to 400+, that’s reason for concern. It isn’t a deal-breaker but ask probing questions around what has inspired that growth. There is such thing as growing too quickly and sometimes it can result in layoffs.

Risk vs. Reward - Choosing Your Startup #1

For the next few weeks, we're going to be featuring a five part series by Sally Bolig, Head of Talent Acquisition at Yotpo. Stay tuned to learn more about how to decide if the startup life is for you!

Yotpo has been visiting a number of career fairs this year and whether at Fordham, or other colleges we visited, something we quickly learned was that the idea of working in startup was something very foreign to most students we met. Some people thought startup sounded fun and exciting while others worried the risk was far too high.

This makes a ton of sense. Startups are synonymous with accelerated growth, but they’re also synonymous with risk. What are the areas of the organization that you need to dig into in order to figure out whether the startup you’re interviewing with is going to be around a year from today, and whether the management truly knows what they’re doing?

We heard from students a question that we often hear from candidates interviewing at Yotpo: how do I go about making an informed decision around joining a startup? Hearing it again from entrepreneurial driven students inspired us to create a post that could help.


Before the Interview
1. What is their funding status and what does that even mean?
Your first stop should be to check crunchbase.com. This website provides an enormous and very helpful database of companies, their funding, their investors and even information about the leadership.

Typically, startups with less than $5M in funding are considered exceptionally early stage. They’re probably either in Seed Funding or Series A. The risk would be higher with companies of this size.

Companies with more $100M in funding are very far along in their rounds of funding and whether they’re still even a startup is questionable. The sweet-spot when it comes to high-growth, but healthily funded, ranges from about $15M-$70M in Series B or C.


2. While you’re on the site anyway, who are their investors?
Investors have a key stake in the companies they invest in, and every large decision a company makes is run past the board of investors before any action is taken. By clicking on investors within crunchbase, you can actually access their portfolios and get a feel for whether they have invested in other successful startups in the past.

Event Spotlight: Communicatons & Media Panel

By Billy Cribley, FCRH '17

On Monday, April 13, Career Services and the Department of Communications & Media Studies are hosting a Communications & Media Panel at 6pm in the South Lounge at Lincoln Center. Seven FCLC alumni will speak at the panel, all of whom were in your shoes at one point or another. They have jobs at places like ABC World News Tonight, NBC News, Marvel Entertainment, Maximum Films, SNL, Fox News, Good Housekeeping, and the Meredith Viera Show. These panelists weren’t just students once, they were students from your school!

Caitlin O’Kane currently works at NBC, and the real kicker is her final semester at Fordham was just last spring! Her first internship with the company was at CNBC, which is NBC Universal’s business and finance network. From there, she was proactive about getting her resume out and doing the best job she could – and the rest is history. What I found really awesome about Caitlin’s story was the little bit she was able to tell me about the Page Program. Basically, the program organizes all of its members and gives them different assignments in the company. It’s incredibly competitive—around 16000 students a year apply and only about 2% are accepted. But once you’re in, you’re IN. All the pages compete amongst themselves for specific positions amongst the different branches, and serve out said positions for 3 months at a time. The program itself is a year long, but you’re able to leave at anytime should you want to apply for a job: obviously, being in NBC’s Page Program gives you a little leverage when it comes to getting a position at NBC. As Caitlin puts it, you are trained to handle interviews well, act professionally, be a good assistant, and know as much as you can about the company. There’s a lot more about the program Caitlin can talk to you about the panel so definitely stop by!

Christina Frasca works at Fox News Edge currently, which is the branch of Fox news that provides news content to Fox affiliates around the country and abroad. She serves as writer and a producer, so she does anything and everything from writing TV scripts to editing interviews and producing news packages. When she was a student at FCLC, she served as news Editor for the campus’ paper, The Observer. This just goes to show that it’s important to follow your passions! Find what interests you and go for it with all you have, no matter what anyone says. Christina also took Brian Rose’s internship seminar each semester, which taught her many of the skills that ultimately carried her to the different positions she held. If you have the opportunity, check it out!

Christine Kopaczewski interned at Good Housekeeping magazine her senior year at Lincoln Center, and was offered a freelancing job for a few months and then was offered a full-time position after graduation. Most of her time in school her was focused on other internships in the music industry until she branched out and decided she wanted to focus more heavily on media. This is why it’s so important for all of us to look for as many opportunities as we can! You never know what position you might find that was actually your calling all along. Don’t pigeonhole yourself into thinking you ever HAVE to do something; do what you love!

Elissa Dauria currently holds the position of Creative Executive at a company called Maximum Films, and she helps film studios and TV networks find books they want to transition into shows or movies. She graduated from FCLC in 2010 and held internships at places like New Line Cinema and Summit Entertainment. Having originally graduated with intentions of becoming a producer, her experiences with her different internships has allowed her to see countless other tracks that may even be a better fit for her than producing!

Look, guys, I know I might be forcing this whole “don’t pigeonhole yourself, go out and do as many internships as you can” deal, but that’s just because it’s the truth. I’m only a sophomore here, but I’m willing to bet there’s a bunch of you out there just like me who are terrified at the prospect of careers and finding employment after graduation. And we have a right to be scared. But we have the tools to combat the fear literally at our fingertips. Opportunities like this panel happen often at Fordham, and if you’re going to spend all this money for an education, make sure you’re making a good investment. Take the time to network with people and push yourself harder than anyone else has before. You can do it! So drop on by this panel and talk to these awesome people. They want to help.

Employer Spotlight: Winged Keel Group

Ace An Interview in 5 Simple Steps

By Nicole Winston, Director of Talent Acquisition, Winged Keel Group

What does 500 mean to you? For me, it’s the number of candidates I’ve interviewed during my 15-year tenure at Winged Keel Group. Lobbying for positions from Interns and Associates to Managing Directors and Chief Operating Officers, many have aced the interview — and many have failed completely.

The difference is in the details. As the Director of Talent Acquisition & Development, I’ve studied people and their behavior intensely in identifying high-caliber talent as the company’s best assets. This is your time to shine and to prove yourself as a stand out candidate who we want to fight to get an offer to before our competitors. It’s also an opportunity for you to strengthen your communication and presentation skills, and showcase your ability to thoughtfully articulate who you are and why we’d want to hire you. Now is when you must sell yourself as a valuable contributor to a successful, growing organization. I recommend going on as many interviews as possible to keep yourself fresh and practiced.

Think about your competitors, too: candidates from other schools, Linkedin, Glassdoor, social media recruiting, referrals networks and beyond. They’ve all got their eyes on the prize, too.  How will you choose to stand out?

Follow these 5 easy steps to stand out and win the job:

1. Look Sharp.

It’s true about lasting first impressions: dress appropriately and professionally, and you’ve earned my attention both during the interview and when I consider candidates later in the process. Successful people dress for success: a suit and tie for men; a nice top and skirt or slacks and blazer for women. Look in the mirror one last time: messy hair and an unshaven, sloppy look fails in a professional environment.

2. Be Prepared.

Review the company website, company reviews on Glassdoor, bios of the firm’s leadership team, and beyond: make sure you are aware of the company’s competitors, culture, and current industry updates.

Coming prepared to an interview with as much knowledge about the firm, industry and job opening shows the Hiring Manager that you are dedicated, resourceful, professional, and taking your job search seriously. I’ve interviewed candidates who didn’t know anything about Winged Keel Group: Wow! Why would we want to hire anyone who doesn’t know who we are or what we do? We look for candidates who are well prepared and ready to take on the exciting challenges and growth opportunities offered at our firm. Want to set yourself apart from the pack? Come prepared, do the research. You will stand out!

3. Know Your Strengths and Goals.

Where does your excellence lie? What differentiates you from any other candidate? You need to know the answers to these questions: what sets you apart, what you are good at, the tasks you enjoy performing, and what would make your contribution leveraging to those you work with.

What are your 2-year goals and your 5-year goals? Be clear in the vision you see for yourself. If you sincerely don’t know it yet, invest time in the process. The clearer you are with your own goals, the more articulate you will come across in an interview.

4. Be Curious.

Intellectual curiosity is appealing to an interviewer. Ask questions: “What has made someone successful in this role?” “How does the company expect to grow and outlast the competition?” “What is the most challenging aspect of the position?” You might also want to know what a typical day is like, how performance is evaluated or who your fellow employees are. Make a list of your questions ahead of time. Curiosity shows that you are inquisitive, engaged, interested in learning more about the position. You can ask about growth opportunities but stay focused on the current opportunity. If the interviewer thinks you’re looking to just get a foot in the door, they may not consider you a viable candidate.

5. Say Thank You.

Emailing a simple note of gratitude after the interview is professional, impressive and highly appreciated by Hiring Managers like me. We see that you have strong follow-through, integrity, humility and sincere interest in the role. It’s considerate and gracious and, if well written, leaves a positive lasting impression.

Do you feel ready to ace your next interview? Practice with a friend and record or videotape your responses so you can replay the interview and see how well you did.

Want to interview at Winged Keel Group? We love meeting talented individuals! Check out our career page and apply today!

Employer Spotlight: J.P. Morgan

On September 29, 2014 J.P. Morgan held an information session to introduce the firm to more than 100 Fordham students. Carol Parks Clancy (GSB ’82 ’87) from J.P. Morgan brought along six recent Fordham alumni to highlight their experiences and the various opportunities that the firm offers. Each spoke of the collaborative work environment, training and supportive culture. 

J.P. Morgan is currently recruiting for summer internship and full-time positions for 2015. Not sure how to choose which business area is for you? Here’s a quick overview of the business areas but to find out more about all business areas and programs you can visit jpmorgan.com/careers.

Corporate and Investment Bank: includes business areas such as Investment Banking, Investor Services, Public Finance, Research, Risk, Sales & Trading, Treasury Services and Quantitative Research. This line of business provides strategic advice, lends money, raises capital, helps manage risk and extend liquidity in markets around the world.

Commercial Banking: develops comprehensive financial solutions for a broad range of clients, including corporations, municipalities, financial institutions, and not-for-profit entities, real estate investors and owners.

Asset Management: is a team of the industry’s top client advisors, portfolio managers, research analysts and investment specialists who advise clients and invest in a full range of strategies including equities, fixed income, hedge funds, private equity and real estate.

Accounting: includes a wide range of accounting, reporting and financial control roles across our businesses and corporate areas.

Audit: partners with management to improve the practices used to identify, evaluate, control, and monitor business risks. By evaluating accounting and technology processes while leveraging technology you will deliver creative solutions and drive resolution.

Finance: ensures the company can navigate all market environments while maintaining a fortress balance sheet. You will learn how increasing regulatory and capital requirements affect the way we do business across every area of the firm.

Operations: drives efficiency and change throughout the firm by identifying and implementing ways to improve our processes, services and products. From analyzing data to supporting clients, you will engage in the day-to-day running of our businesses.

Still not sure what sounds most like you? One final tip that the J.P. Morgan employees gave: Network as much as possible. Use the Fordham network to find employees in interesting departments. These contacts can give you the best idea of what is right for you!

Interested in applying to J.P. Morgan?  Login in to CareerLink and search under the jobs tab.  You can also visit jpmorgan.com/careers.

Internship Spotlight: Nick Lusardi

By Nick Lusardi, Gabelli ‘13

When I found out I was accepted to KPMG’s Global Internship Program my reaction was comparable to receiving my acceptance letter to Fordham; it took some restraint to refrain from running down the hallways of Keating in pure excitement.  Throughout my undergraduate career I always had interest in the global business world, so when I first learned of the GIP program KPMG offered to interns I immediately sought out the opportunity.  Needless to say, pursuing my goal proved invaluable; the experiences I had while in Paris changed the way I understand the global community in my personal life and beyond to the accounting and business world.  

From the minute I landed in the Charles de Gaulle airport outside of Paris I was hit with a tidal wave of the French culture.  I learned quickly that the French are very proud of their culture and heritage.  Unlike other countries where tourism is a main industry, people did not attempt to speak English and there was very little translated on signs or directions.   Over time, however, the uncomfortable nature of a foreign language in a foreign city actually came to be one of the best learning experiences of the trip for me personally.  Suddenly, every day tasks like finding directions or buying groceries challenged me to broaden my comfort zone and subsequently taught me everything from the necessity of communication to the importance of relating to someone through their native culture.

As an intern in the KPMG US Tax Desk in Paris I was privileged with seeing and learning a great deal in a short amount of time.  Fortunately, I was still working on U.S. taxes, so everything I learned while abroad is applicable to the tax work I will later have in New York.  My responsibilities in Paris included everything from researching tax laws related to specific client needs to completing an entire subsidiary’s U.S. Tax Form 1120 for a London based corporation.  One of the most eye-opening aspects of the work I did was the teamwork with the various KPMG offices and services throughout the global firm.  For instance, we worked a great deal with the KPMG U.S. Tax desk in London on an English client.  We used the London crew to initiate communication with the client and help gain an understanding of the client’s business along with the specific British and U.S. tax implications of that business.  Furthermore, KPMG New York Tax desks were constantly used on projects in order to assure the validity of certain U.S. tax treatments for the clients.  Overall, not only did the GIP program provide me with the typical tax intern experience of learning tax software, research skills, and U.S. Tax Forms, but the global exposure and firsthand viewpoint of the teamwork within the global KPMG network ultimately left me increasingly aware of the true value of a global mindset in the business world.   

From the intern level, KPMG supports global thinking in its employees, only proving the necessity for change in the business world to accommodate such practices.  As a young future employee of the firm and the future of business in general, I feel that my experience in Paris completely provided me with the necessary tools in order to successfully adapt to the changing world as it becomes more and more global with increasing capabilities in technology and the need to expand in to new markets grows.  Essentially, by working in the Paris office and experiencing this global network, I witnessed the very benefits the firm advertises daily to potential clients and recruited employees. KPMG has the invaluable resource of employees around the world that are culturally cognizant and globally aware of a client’s unique business needs, and the communication of knowledge and teamwork that results from that resource is exactly what drives KPMG’s success in the global markets.  

Nick graduated from Fordham in 2013 with a degree in Public Accounting.

Employer Spotlight: ICAP

This Employer Spotlight is written by Chris Quagliata, U.S. Treasuries Voice Broker. Chris graduated from Fordham with a degree in Business Administration with a concentration in Finance, as a member of the class of 2011. He interned with ICAP before getting hired full time. Here, Chris speaks about his experience as an intern at ICAP, how he got where he is today, and how his Fordham education helped him along the way.

I first started at ICAP as an intern in the summer of 2010. Like most college students, I was very unsure of the type of industry I wanted to get into after graduation. As late as junior year, I was still back-and-forth between finance and the sports media industry. I worked in the sports department at WFUV for four years, was the department manager during my senior year, and even did an internship at Westwood One radio in the spring of 2010. That being said, I knew I needed to spend the summer following my junior year in a structured internship program within the finance industry to give me an idea of which field I wanted to enter.

I found out about the internship at ICAP through the Fordham careers website [CareerLink] and by attending the career fairs. The process began with an on-campus interview, then an assessment center at ICAP’s office, and wrapped up with phone interview with the Global Head of Graduate Recruitment. I was accepted into the eight-week internship program and spent my summer rotating around the various broking desks and learning about the different products and the overall structure of ICAP. At the end of that internship, I interviewed with senior management for a full time position and was hired to start in the September of 2011 after I graduated from Fordham.

My first three weeks as a full-time ICAP employee were in London. The company flew everyone from the graduate program globally to ICAP’s headquarters in central London for global financial markets training. The training proved useful at filling in any gaps in my knowledge.

I really can’t overstate how great an experience it was going to London, especially for someone like me who had never been there before. The best parts of the trip was becoming friends with ICAP grads from around the world, being at the company headquarters and seeing the office, and exploring the city itself. We all developed a strong camaraderie and spent our free time together every day after work. The grads from London took us all over the city on nights and weekends, and showed us the best places to visit and tour. I really can’t think of a better way to kick off my first full-time job.

When we got back to the U.S. and started in the office here, the real challenge began. What’s great about this graduate program is that you are given a real opportunity to find what place in the company best fits you. All of us rotated around the different broking desks within the company before finding a permanent home. The goal of the program is essentially to match graduates and the desks that are hiring. Matches are usually based on personality because every desk has one that is very unique. I rotated around nine different desks and got a good idea of my tastes; which products I liked, which I didn’t, and the desks that fit my personality. Ultimately, each desk wants someone eager and ready to work, and who they can see themselves sitting next to five days a week, 52 weeks a year.

But make no mistake: the rotation process is challenging and difficult at times because of the uncertainty and competition involved. It is your job to make a good impression on each desk and also put in the effort to get placed in the seat you want most. The process is what you make of it. For the most part, you are expected to network your way around each desk, as well as throughout the company as a whole. The graduate team is always there to back you up and provide any assistance you may need, but what makes the process so great is that you largely have full control over the impression you leave and ultimately where you land in the company.

After about three months of rotations, I was finally placed on the U.S. Treasuries desk, which is, not surprisingly, the place I kind of always knew I’d end up. I recently passed my one-year anniversary with the company and signed my new contract with the desk a few weeks ago. It has been a great year for me because I enjoy what I do and have seen some of what it is like to work on Wall Street. Working with the capital markets, and interdealer broking specifically, is a great business and one with a lot of perks.

The part of the job that most excited people is how this business is centered on cultivating client relationships, whether that be taking clients out to some of New York City’s best bars and restaurants, sporting events, or concerts. I’ve been to Yankees games, Rangers games, concerts at Madison Square Garden, a score of great restaurants in the city, and so on and so forth. I’d be lying if I told you that part of the job wasn’t fun. The job itself is an exciting, fast-paced environment with a team-oriented, yet entrepreneurial aspect to it. You have an opportunity as an entry-level employee to pick up your own clients from a very early stage in your career, and have the potential to make a nice living. I have already met a lot of U.S. Treasuries traders on the Street and have begun to build my network. Once again, this job is all about what you make of it.

Fordham is a great place: I know, I’ve been there. Use all the tools Career Services provides for you to help find the right job. Take the classes for what they are: an important foundation for what you’ll bring into the working world. If you ask me, ICAP is a great place to work because of the tremendous growth potential there is for someone straight out of college. I have certainly found it to be that for me and then some.

-Chris Quagliata


About the company: 
ICAP is the world's leading voice and electronic inter dealer broker and provider of post trade risk and information services. The Group is active in the wholesale markets in interest rates, credit, commodities, FX, emerging markets, equities and equity derivatives. ICAP aims to be the main infrastructure provider to the world's wholesale OTC markets, be the leading global intermediary, and also the leading post trade risk services provider.

Employer Spotlight: Elizabeth Shelley, Memorial Sloan Kettering Cancer Center

Today's blog post is an employer spotlight on: Elizabeth Shelley, Memorial Sloan Kettering Cancer Center

What was your major and/or first internship when you were in college?

My major was Labor Studies and Employee Relations. My first internship when I was in college was with Deloitte & Touche. There I worked with the Director of Employee Relations.

What role do you hold in the organization?

I am currently the College Recruitment Coordinator at MSKCC. 

How long have you worked in your current role?

I have worked as the College Recruitment Coordinator for 2 years but have been with my organization for a total of 4 years. 

Can you briefly describe what your organization does?

Memorial Sloan-Kettering Cancer Center, established in 1884, is the world’s oldest and largest private institution devoted to prevention, patient care, research and education in cancer. Throughout our long history, MSKCC has set the standard of care for people with cancer. 

What kind of opportunities does your organization have for our students (internships, full-time jobs, networking opportunities, events, etc.)?

We have several full-time job opportunities for liberal arts new grads interested in healthcare or those interested in pursuing research.

·         Session Assistant: acts as a liaison between the patient, family, and the clinical team during office visits. Responsibilities include orienting patients and families to Ambulatory Care, assisting with patient flow between the waiting and clinical areas, and ensuring that medical records are available to complete prior to the office visit.  These positions are on a healthcare management track. Open to liberal arts background with an interest in healthcare.

·         Physician Office Assistant: acts as a liaison between the patient and clinical team on a daily basis but less face-to face contact and instead over the phone. Responsibilities include screening patient calls, scheduling patient tests and appointments and handling all administrative functions associated with the practice. Open to liberal arts background with an interest in healthcare.

·         Research Study Assistant: An important function at MSKCC is the acquisition and analysis of data related to therapeutic and/or diagnostic protocols. The RSA is actively involved in the review of patient histories, the collection and computerization of information, and the development of reports. As a member of a multi-disciplinary research team made up of Physicians, Nurses, and Clinical Support staff, you will contribute to the development of standards of excellence in cancer treatments. Open to liberal arts background with an interest in healthcare.

·         Research Technician: The Sloan-Kettering Institute (SKI) is the state-of-the-art laboratory research facility at MSKCC. The research staff provides support to the laboratory in the completion of the assigned experiments. These roles vary based on the lab that a Research Technician would be based in. Open to students with a BA/BS in Natural or Biological sciences with previous lab experience

For a listing of our complete full-time opportunities, please visit www.mskcc.org/jobs.

We also have a formal internship program for our science students and students interested in Healthcare.

·         Summer Support: As a Session Assistant or Physician Office Assistant at Memorial Sloan-Kettering Cancer Center over the summer, you will act as resource to patients and a liaison between the patient and the clinical team and work alongside full-time Session Assistants and Physician Office Assistants. This position requires attention to detail and strong computer skills, excellent communication and customer services, an interest in healthcare/hospital administration and the ability to work in a team. Applications are found on-line in January.

·         SURP (Summer Undergraduate Research Program): This ten-week research program is designed for approximately 20 outstanding undergraduate students who are interested in pursuing a career in biomedically related sciences. Students in the program have the opportunity to obtain hands on research experiences in cutting edge laboratories, interact with faculty, postdocs and students, and present their research at a special poster session at the end of the ten-week program. Information about the program and applying can be found at:  http://www.sloankettering.edu/gerstner/html/54516.cfm

When is the best time for our students to look for these opportunities?

The entry level positions above are recruited for year round. If you are graduating in May, the best time would be to apply in March or April. If you are a December grad, you can apply in November. Alumni are encouraged to apply today!

For our internship opportunities, we suggest that you contact us in December or January regarding any questions and application processes. 

What do you typically look for from our students?

Each position is requires a different skill set, however we look for candidates who have strong computer skills, excellent communication, ability to work in a team, and a strong passion for our overall mission which is the progressive control and cure of cancer through patient care, research, and education. 

What advice do you have for our students to be successful?

It is important for students to take advantage of all the opportunities that are offered. Utilize your career services as they are often the first to hear about job and internship opportunities. If you are unable to find a job or internship, volunteer in an area that aligns with your career goals. Create a LinkedIn profile and follow the organizations that interest you on their career pages. Also, once you have landed a position, work hard and always go above and beyond your job description.

Is there anything else you might like to include (LinkedIn web address, organization’s: website, blog, twitter account, facebook page, etc.) 

You can follow us on our LinkedIn Careers Page and find more about us on our website: www.mskcc.org and see a listing of all our job openings at www.mskcc.org/jobs. 

Do you find these topics interesting? Have you ever thought about writing a blog? If so, join our team! Please send any interests, inquiries, or articles to Cassie Sklarz at sklarz@fordham.edu. We'd love to hear from you! 

Employer Spotlight: Emily Lawler, Standard Motor Products, Inc.

Today's blog post is an employer spotlight on: Emily Lawler, Standard Motor Products, Inc.

What was your major and/or first internship when you were in college?

Major: Business Management

Internships: Business Admin Intern- American Red Cross of Greater New York

Human Resources Intern – Laerdal Medical Corporation

What role do you hold in the organization?

Human Resources Assistant- Assist in the daily activities of the Human Resource function including but not limited to Benefits, Recruiting, On boarding, Employee Relations, etc. 

How long have you worked in your current role?

One Year 

Can you briefly describe what your organization does?

SMP is a leading manufacturer and distributor of automotive parts for the Automotive Aftermarket industry with an increasing focus on the Original Equipment market. We recruit for professional positions for our headquarters located in Long Island City, NY. 

What kind of opportunities does your organization have for our students (internships, full-time jobs, networking opportunities, events, etc.)?

We have a summer internship program in Human Resources, Finance, Accounting, Product Development, Engineering, and Demand Planning. Many internships may turn into full-time employment upon completion of the internship. Other entry-level full time opportunities are available occasionally as needed. 

When is the best time for our students to look for these opportunities?

Look on our website throughout the year for entry level positions and check with the Career Resource Center or look for us at the Career Fairs for internship opportunities. 

What do you typically look for from our students?

Prior internship experience or leadership activities. 

What advice do you have for our students to be successful?

Network, network, network! Get involved in extracurricular activities such as sports, volunteering, clubs, and/or internships. 

For more information about Standard Motor Products, Inc., explore some of their resources:

Smpbenefits.com, Smpcorp.com

Do you find these topics interesting? Have you ever thought about writing a blog? If so, join our team! Please send any interests, inquiries, or articles to Cassie Sklarz at sklarz@fordham.edu. We'd love to hear from you! 

Employer Spotlight: KPMG's Mindy Ripp

Today's blog post is offered by a student, Katarina O’Regan.

As one of the four largest accounting firms in the world, KPMG offers audit, tax, and advisory services to clients all over the world. With both domestic and international internships that emphasize interpersonal development as well as industry-related knowledge, this company provides great opportunities for accounting majors.

As the Campus Development Manager responsible for schools including Fordham and Cornell, Mindy Ripp is responsible for KPMG’s career fairs, on campus presentations, and recruiting events. She emphasizes that although GPA’s are important, leadership experience and extracurricular activites really make an applicant stand out: “being well-rounded, having good communication skills and networking effectively are key.” These skills ensure that a student will be successful in the workplace and make the most of their position. 

According to Mindy, one major aspect of networking is “knowing when to leave a conversation and move on to the next.” Not overstaying your welcome will ensure that you make good impressions while meeting a variety of people. As a practical note, Mindy suggests that you wear comfortable shoes at networking events and that you eat beforehand. You’ll most likely be on your feet for much of the time and a calm, focused student usually makes a better impression than one wincing in pain as they hit up the buffet table!

Internships with KPMG are aimed towards accounting students in their junior year and are available in both the winter and summer. These programs take care to train their interns not only in technical knowledge, but also with regard to the soft skills (communication and presentation skills) that are valuable in all workplace situations. Successful internships can often lead to offers of full-time employment. There is also a 3 day leadership program held each year during the summer aimed towards rising sophomores. The participants are then eligible to apply for internship positions at the conclusion of the program. Graduates can apply for full-time positions starting in 2013. Though most of the positions for 2012 are filled, KPMG will certainly be involved with students for future job opportunities and in the case of additional need sooner.   

Ultimately, Mindy says that interns with KPMG should be “ready to learn a lot.” From the technical knowledge, to emphasis on networking, and the leadership program to full time positions, KPMG offers students many opportunities to succeed with one of the world’s most respected firms. 

Interested in a position with KPMG? Visit Mindy’s LinkedIn page to find out more information and practice some of those valuable networking skills!

http://www.linkedin.com/pub/mindy-ripp/6/66/5a8

Do you find these topics interesting? Have you ever thought about writing a blog? If so, join our team! Please send any interests, inquiries, or articles to Cassie Sklarz at sklarz@fordham.edu. We'd love to hear from you!