Recruiting a Star

Recruiting a Star

Rubin, Stern, and Hertz (RSH) is a large New York City investment banking firm that needs to replace its senior semi-conductor research analyst. This is especially disconcerting to Stephen Connor, the director of research, as there is a large deal in the works with the Powerchip Company. For now he has promoted the junior analyst, Rina Shea, into the position because of her familiarity with the Powerchip deal. She is seen as an up and comer, but not ready to be the permanent replacement. He has hired a recruiter, Craig Robertson to find other suitable candidates, which he does: Gerald Baum, David Hughes and Sonia Meetha. A second recruiter sends him another candidate to consider, Seth Horkum. On paper they all look qualified, and interviews are set up. Who is the rising star? Only time will tell.

Characteristics of a Star

The RSH research department is based on teamwork. The sell-side analysts work together to produce high quality research reports. Stephen is looking for a candidate that will fit in well with the team he has established and is capable of being the star he needs to close the Powerchip deal. Someone who is well-educated and experienced, has top notch writing, decision-making, presentation, and analytical skills, is client-orientated, punctual, and is willing to mentor junior analysts is what Stephen is hoping for. Being atop the Institutional Investor (II) rankings would be a plus.

Challenges in Finding a Star

The biggest challenge Stephan has is convincing a top analyst to leave the firm they are currently with. Craig points out several times that it is a difficult time to be recruiting. Analysts are staying with their current firms. Stephen’s mindset may be his own challenge. He has wants a clone of Peter, the man he is replacing. Keeping an open mind about the candidates presented will be difficult for him, but he must realize that he will not find an exact replica of Peter. Considering Rina for the position is a challenge for him also. It seems as though she is well qualified for the position, but his mind is set on a current star.

The Candidates

Each of the five candidates, Gerald, David, Sonia, Seth, and Rina each need to present themselves to Stephen as the star he is hunting for. Gerald needs to emphasize the fact that he is currently ranked 11th among semi-conductor and technology analysts and to de-emphasize the issues he has had with co-workers and personnel. Instead he does just the opposite during the interview, almost making a joke out firing someone.

During his interviews, David needs to emphasize the fact that he is a team player and is willing to train-up junior analysts. He also needs to take his age out of play. Stephen says it himself that “this job tends to burn out analysts by 45 or 50 unless

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