Taha Naveed

Having just gone through the recruiting process whilst being in the mentorship program, I have first-hand experience of how effective mentoring can be in order to get offers and learn more about the industry. As a result of being mentored, I know what specific aspects of the mentoring program worked well and provided tangible help in getting offers and what aspects could be improved upon to make it more successful. I was lucky enough to get spring week offers from Goldman Sachs, Rothschild, Lazard, Citi, and BP across the investment banking and markets divisions so have some ideas on what makes a strong applicant and I would like to share these ideas and collaborate with mentors. 

If elected I would:

1) Share materials that explain what each division does and relevant resources to raise commercial awareness so applications can be more tailored.

2) Get a broad range of mentors including people who have done industrial placements and off-cycle internships.

3) Organise social events so mentees can meet the mentoring team and mentors.

4) Highlight resources I used, alongside feedback I got from recruiters on what made my specific application stand out and be successful.

5) Create recruiting masterclasses tailored to specific openings with both HR and divisional representatives from firms.

6) Produce material that can be read whenever mentees want and include a checklist/leaflet style overview of resources and requirements for different firms and roles.