The working environment can be very stressful because you are expected to always be on call.

The company is trying to make a lot of noise about improving it's company culture, but because of a lack of communication with its employees, this is mostly false.

The compensation is good but the main concern is that management has created a culture that loses clients and revenue from the firm so no once can operate about their compensation potential.

Most people are smart, but are also arrogant and cocky. It's the typical snooty WASP environment and you need to play the game right in order to succeed.

The company's sole asset is its intellectual captial and its People. Yet, the Chief Learning Officer changes every year. It's a revolving door. For some reason, there is not a focus on it or no one stays. This makes it very hard for Learning leadership to implement any kind of long-term vision around people development, career pathing or their performance measurement process - which changes every year. Once they even put an Investment Banker in the CLO role who had no organizational development or learning experience.

As a result, each division does its own thing in terms of learning platform, processes and resources.

If anything tells you about compensation, see CEO Gorman's latest quotes from Bloomberg http://www.bloomberg.com/news/2012-01-25/morgan-stanley-ceo-says-workers-complaining-of-pay-cuts-need-new-attitudes.html

If you don't like your pay, leave. Nice attitude. They hire you at flat or equal base comp, and the promise of a bonus as a significant part of total compensation. You are even guaranteed a range your first partial year. It never happens agian. 2008, 2009, 2010 and 2011, the same story. We're sorry. All of the attend of the crash on high paying executive salaries and the fortunes trades and investment bankers make funnels down to tech, ops and support people who also get screwed, and often rely on their bonus comp to pay their mortgages, escalating commuting costs or paying for their kid's education or saving for their own retirement.

Management used bonus comp as a way to get you in the door, and then after that, they reposition it as "gravy" you cannot and should not be counted on. Quite a bit of bait and switch.

Opportunity for advancement is mostly limited by hiring senior managers from outside the company.

Advancement seems to be more and more based on who you know instead of your performance.