Companies GLG

GLG

New York, New York, USA

9,740 Total Employees

Year Founded: 1998

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GLG Company Culture & Values

Updated on January 08, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

What's the company culture like at GLG?

Strengths in collaboration, open communication, and learning coexist with strains around workload intensity, fairness of rewards, and uneven leadership execution. Together, these dynamics suggest a culture that can accelerate growth and provide supportive peer experiences while delivering variable day‑to‑day outcomes by team, manager, and role.

Positive Themes About GLG

Collaborative & Supportive Culture: Teams are described as supportive, friendly, and collaborative, with cross‑office cooperation and an emphasis on helping each other succeed. Feedback suggests a collegial, young, and intellectually curious peer environment that enables strong day‑to‑day teamwork.
Learning & Knowledge Sharing: The culture emphasizes rapid learning, transparent development plans, flexible career paths, and freely exchanged knowledge. Structured onboarding, training, and clear KPIs create fast skill‑building, especially early in one’s career.
Open Communication: Values call for clear, direct communication and honest feedback, with “ears, doors, and minds open” across geographies and functions. Feedback suggests people can share ideas and give constructive input while working toward common priorities.

Considerations About GLG

Workload & Burnout: Pace is fast and target‑driven, with stacked client deadlines and long hours common in some roles. Feedback suggests workload intensity can strain work–life balance and well‑being.
Favoritism & Inequity: Compensation is often viewed as below market with opaque or inconsistent bonus outcomes, and office politics are cited around promotions and recognition. These dynamics lead some to feel underpaid and unfairly treated despite clear metrics.
Inauthentic or Inconsistent Values: Experiences vary by team and office, with uneven leadership quality and follow‑through undermining stated commitments to inclusion and development. Feedback suggests that strong policies and intentions do not always translate into consistent day‑to‑day execution.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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