Guggenheim Securities provides advisory, sales and trading, research, and financing services. Recent clients include IBM, Disney, Pfizer, and Verizon. The firm's interns get a lot of responsibility, live deal experience, and experience across various industries and products. Even the most junior bankers get significant access to senior leadership and clients.
Major Office Locations
Guggenheim Securities is looking for well-rounded, intelligent, intellectually-curious, inquisitive, humble candidates with strong technical skills. For students, the firm runs a highly rewarding internship program. Interns have access to extensive formal and informal training, valuable mentorship from senior bankers, and a lot of hands-on deal experience. Meanwhile, full-time junior bankers have access to numerous growth opportunities, including significant responsibility on live deals, a lot of client contact, formal training seminars, and excellent formal and informal mentoring.
Although strong deal flow means hours can be long and demanding at times, Guggenheim is highly supportive of work/life balance. The firm’s four-day in-office/one-day remote calendar he...
About the Company
Guggenheim Securities is the investment banking and capital markets arm of Guggenheim Partners, which employs more than 2,200 worldwide and is headquartered in Chicago and New York. Guggenheim Securities, which employs more than 950 professionals, provides advisory, sales and trading, research, and financing services. Recent advisory clients include IBM, The Walt Disney Company, Paramount, Pfizer, Blackstone, Thomson Reuters, Array Technologies, and Lucid Group.
Since its founding, Guggenheim Securities has advised on more than $1.5 trillion worth of announced M&A transactions and over $400 billion in debt and equity financing. In addition to investment banking services, Guggenheim Partners offers investment management and investment advisory services. It has more than $295 billion in assets under management (as o...
“Guggenheim is a highly-collaborative, team-oriented firm, where we strive to partner well and win as a team. The culture is flat, and there is significant whitespace. The people are down-to-earth, and there is regular interaction between senior and junior bankers, as well as administrative staff. Guggenheim is highly supportive of quality of life, including a four-day in-office/one-day remote calendar.”
“We work very hard, but every member of the team takes time out of the office (at least one protected day a week) and vacations are largely quiet. We have incredibly talented deal teams who work to pick up the slack when teammates are out so they can decompress and will do the same when it’s the other teammates' vacations.”
“Quality of life, and a desire to promote quality of life, is where I think Guggenheim differentiates. The entire premise of our team is centered on being highly successful, but achieving that in a way that doesn’t resemble traditional banking or cultural norms in terms of work/life balance. I’ve had several situations in my personal life that required unexpected time away, and I could not have been better supported or encouraged to take the time necessary and focus on what's important.”
“I think teams are pretty understanding if you have personal events. As long as you manage your workload and get sufficient coverage, you are able to still have a personal life. They’ll try their best to avoid late nights, which are inevitable sometimes. People overall try their best to ensure people have some semblance of a work/life balance.”
Getting Hired Here
“Guggenheim goes through a robust process to select candidates for Superdays. Following completion of the Superday, all interviewers gather into a room to compare notes and make selections. Candidates are called immediately after the decisions are made (typically within an hour or two). Guggenheim is seeking candidates who would fit our culture and thrive in it. I would say the ideal candidate combines excellence, integrity, and humility. It is somebody who is highly confident in their abilities but doesn’t take themselves too seriously.”
“There is target school recruiting where we shortlist candidates from certain target schools. First rounds are conducted, followed by a Superday. Candidates generally find out if they’ve been accepted on the day of the Superday from a senior team member. The firm is obviously looking for someone who is a good cultural fit and technically competent. It’s also generally most helpful when someone can easily adapt to the learning curve and start meaningfully contributing to the teams early on.”
“Very structured and professional process. Seeking well-rounded, intelligent, intellectually curious, and dedicated people. Looking for inquisitive people, willing to work hard and learn. We hire many BBAs but also have a significant number of liberal arts majors. We provide significant training so you see a broad range of majors in our hiring.”
“Guggenheim’s interview and callback process is very transparent to all parties. I am familiar with the intern/analyst recruiting process out of school, and from my experience there were two rounds, with the first being a technical round and the second being two behavioral interviews. These interviews are conducted by all levels of the firm, and callback time is often same day (usually only a few hours, as was my case and several others I know—which is a really great feature so candidates are not falsely strung along). Guggenheim knows the candidates and members of the firm it wants—this includes genuinely nice, friendly, good people. There is a policy of not hiring the opposite of this. The firm looks for people who can have a genuinely good conversation and are not robotic. The firm looks for candidates who have high EQs and value similar values including teamwork, diversity, CSR, hard work, and respect. This is along with candidates with strong technical skills and the ability to learn and take feedback.”