The Citigroup managing director list 2021 They include the likes of Abbas Zaidi, the New York-based head of high yield trading, who joined from Goldman Sachs in April 2020, and Dimitry Levin, a rates options trader who joined only last year from Eisler Capital. This year's Citi MD list contains numerous traders who are comparatively new to Citi. He's responsible for Citi's foray into blockchain, among other things.Ĭiti hires top traders and promotes them a few years later Barak joined in 2019 from a strategy consultancy in Israel. This year's promotions include Nimrod Barak, the global head of Citi's innovation labs. After Archegos, Citi is clearly also focusing on its pb controls.Ĭiti is focused on digital transformation and digital assets At least three people have been promoted in prime, including: Holmi Atig, the London-based global head of prime and delta one quant analysis Matt Coote, the New York-based Global head of prime finance and cash in-business risk, and Mike Charnley, the global head of prime brokerage middle office. They include David Gong in regulatory technology and Dennis Urusov in client reference data, both in New York City, and Abhishek Nigam - who was hired from HSBC in October 2020 to help with the implementation of the FRTB regulations.Ĭiti's MD list suggests it's also focusing on its prime broking business. The bank has subsequently been investing and hiring heavily into controls and infrastructure and this year's MD promotion round reflects that: 37 MDs were promoted in risk and 18 were promoted within technology in the investment bank. In December 2020, Citi was fined $400m for "unsafe and unsound banking practices” and ordered to improve its risk management and controls systems. 50 people were promoted in global markets, so promotions were roughly equally split between front office professionals in the investment bank.Īs Citi invests in operations and controls, it's promoting heavily in related areas This year it promoted 104, an increase of 49%.įront office promotions in the investment bank were only a third of the totalĬiti promoted 52 people in banking and capital markes this year, up from around 44 last year. So the promotions are not without a cost.Ĭiti is promoting women faster than the rest However, Citi will have hiked new its MDs' salaries to between $400k and $540k, which is the going rate for its senior staff according to the H1B visa database. It also represents a means of retaining staff without necessarily paying them a large bonus. The rise in MD promotions reflects the fact that Citi has had a good year. This year, it promoted 306, an increase of 27%. Like Goldman Sachs, Citi's new managing director list is one of its biggest. If you don't want to comb through each name individually, here are our learnings about the names and the distribution of this year's promotions across Citi's divisions.Ĭiti felt compelled to promote a large class of managing directors this year We've added the 306 names on the memo, plus the acronyms that delineate their divisions, at the bottom of this page. Effectiveness of an analyst community with high turnover is known to be a joke yet not permitted to be discussed as that globally well known fact clashes with the message of success from the CEO, CFO, and other executive leaders.Citi's new managing director (MD) list is out today. With 30%+ annual analyst turnover after 5+ years of offshoring at volume the success at Citi is only measured in terms of $ of cost avoidance and the size of the offshore staff. There is a huge push to keep moving analyst roles offshore from NY, London, Hong Kong, Singapore, and other major hub cities to save money. Fairly senior titled managers frequently get lost in small details and often put time and effort toward small silos to champion their opinions and teams though the task they work on is meaningless or misguided and adds no customer, shareholder, or employee value. Management at the C15/C16 level (Director and Managing Director) is neither empowered nor motivated nor rewarded to make hard decisions. ![]() HR is completely complacent in this practice, defers to management, and thus there is a culture of "yes" required to retain or grow ones role. It is all internal networking and favortism. ![]() Jobs internally "posted" are rarely filled by postings. Roles are defined by the person not the process and thus as people change, Citi redefines roles and role levels to suit individual managers.
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