video1.0<iframe src="https://www.loom.com/embed/44fd3966c7634bcc9190a30d0ebc4736" frameborder="0" width="1280" height="960" webkitallowfullscreen mozallowfullscreen allowfullscreen></iframe>9601280Loomhttps://www.loom.com9601280https://cdn.loom.com/sessions/thumbnails/44fd3966c7634bcc9190a30d0ebc4736-3a7d5f87029d1633.gif86This Loom compares recruiting challenges and screening signals for Morgan Stanley versus Goldman Sachs. The speaker says Morgan Stanley emphasizes culture and personality fit, looking for a more talkative candidate eager to learn, while Goldman Sachs looks for data-centric, analytical skills reflected in a candidate’s background. They explain that relationship-building shows up when candidates involve themselves in the conversation, share personal details, and keep calls longer, whereas data-minded candidates focus on numbers, metrics, ratios, conversions, and building dashboards with tools. The recruiter’s screening is framed as listening for these differing communication patterns on the phone.