Looking to break into a career in Banking? Apply to Morgan Stanley's Experienced Professionals Program

Morgan Stanley Experienced Professionals Program

Looking to break into a career in Banking?

Due to the popularity of our inaugural Morgan Stanley Experienced Professionals Program for Sales & Trading, Morgan Stanley’s Investment Banking Division (IBD) & Global Capital Markets (GCM) division are pleased to announce the launch of their own Experienced Professionals Program, designed to recruit and develop professionals with or without a background in Finance.

Diversity and inclusion are critical to our success as a global organisation and we are committed to creating and providing opportunities that enable our workforce to reflect diverse backgrounds and views.

We welcome highly motivated candidates with 3+ years of postgraduate work experience in a professional environment from a diverse range of industries, including but not limited to: Actuary, Finance/Accounting, Consulting, FinTech, Law and Medicine. In line with our diversity commitments, we strongly encourage applicants who self-identify as Black and/or female.

Training Program

Based on your skillsets, experience and interests’ successful candidates will be offered a permanent, Associate level role in IBD or GCM, with both programs commencing in July 2022. On joining, participants will complete six to eight weeks of formal orientation, training, and development. You will also attend training and study sessions to prepare you for any required licensing and registration exams and will be provided with a wide range of resources and support including a dedicated program leader, mentor and buddy, and ongoing product-specific training and career management tools.

About Investment Banking Division

Morgan Stanley’s Investment Banking Division provides industry, regional and product expertise to corporations, institutions, and government clients in order to develop and execute innovative and customized solutions to the most challenging strategic and financing issues faced in the global marketplace.

IBD is comprised of several industry and product groups that work closely with several divisions throughout the Firm to provide relevant market insight, product creativity, and execution expertise to clients. These solutions include initial public offerings (IPO); public and private equity and equity-linked financings; mergers, acquisitions, and restructurings; defense advisory assignments; strategic partnerships; public and private debt placements; share repurchases; and hedging, swaps and derivative transactions.

One Tech World Virtual Conference 2022

01 APRIL 2022

Join us for keynotes, panels, fireside chats, networking opportunities and much more. Supported by 18 corporate sponsors, with over 120 sessions and 160+ speakers across 6 stages – plus watch it on-demand for 30 days!


About Global Capital Markets

Morgan Stanley’s Global Capital Markets division is a world leader in raising capital for a global client base comprising corporations, institutions, and government clients. GCM advises clients, originates, structures and distributes debt and equity offerings as well as derivatives solutions. Whether executing an IPO, a green bond issuance or a leveraged buyout, GCM combines Morgan Stanley’s expertise in both Investment Banking and Sales and Trading to offer our clients seamless advice and best-in-class solutions.

GCM is organised across 3 main verticals:

  • Equity Capital Markets (ECM) bankers focus primarily on IPOs, SPACs, equity financing and equity-related solutions
  • Fixed Income Capital Markets (FICM) bankers focus primarily on large Investment-Grade bond offerings, acquisition financing, sustainable offerings and debt-related solutions
  • Leveraged Finance (LevFin) bankers focus primarily on High-Yield bond offerings, LBOs and project finance


You must have at least three years of post-graduate experience along with a strong academic background (an MBA, CPA and/or CFA designation would be an asset), analytical skills, client and/or project management skills, excellent communication and genuine intellectual curiosity. Applicants should be results driven, committed to excellence in their work and able to perform to a high standard under pressure and against tight deadlines.

Application Process & Deadline

In order to be considered, candidates must apply by March 6, 2022 at 23:59 GMT. As part of the application process, you will have the option to select your division of preference. The selection process will conclude by the end of April and all applications will be reviewed post this deadline.

Program Location

The Program is based in Morgan Stanley’s London offices. The health and safety of our employees is important to Morgan Stanley and with this in mind the firm has put in place a broad range of measures. We will take into consideration government guidelines and any other relevant factors at the time to determine whether part of the program ought to take place in a virtual environment at our discretion.

Diversity & Inclusion at Morgan Stanley

Commit to Diversity and Inclusion is one of our core values at Morgan Stanley. We strive to build an organisation that is diverse in experience and background, reflecting our standards of integrity and excellence. A diverse, dynamic, and inclusive culture underlies the success of our company. It widens our perspective, helps our employees achieve their professional objectives and allows us to better serve our clients.

About Morgan Stanley

Morgan Stanley is a leading global financial services firm providing a wide range of investment banking, securities, investment management and wealth management services. The Firm’s employees serve clients worldwide including corporations, governments, and individuals from more than 1,200 offices in 43 countries.

As a market leader, the talent and passion of our people is critical to our success. Together, we share a common set of values rooted in integrity, excellence, and strong team ethic. Morgan Stanley can provide a superior foundation for building a professional career – a place for people to learn, to achieve and grow. A philosophy that balances personal lifestyles, perspectives and needs is an important part of our culture.


Building a Bank within a Bank with Marieke Flament, Mettle - She Talks Tech Podcast

Listen to our latest She Talks Tech podcast on 'Building a Bank within a Bank' with Marieke Flament, Mettle

Building a Bank within a Bank with Marieke Flament, Mettle - She Talks Tech Podcast

Today we hear from Marieke Flament - CEO of Mettle, a unique FinTech proposition as the app-based business account for small businesses, backed by NatWest.

She will be discussing her experience on building Mettle, the technology choices and ways of working to ensure focus is always on delivering features customers need and love.

You can find out more about and connect with Marieke on LinkedIn.


‘She Talks Tech’ brings you stories, lessons and tips from some of the most inspirational women (and men!) in tech.

From robotics and drones, to fintech, neurodiversity and coronavirus apps; these incredible speakers are opening up to give us the latest information on tech in 2020.

Vanessa Valleley OBE, founder of WeAreTheCity and WeAreTechWomen brings you this latest resource to help you rise to the top of the tech industry. Women in tech make up just 17 per cent of the industry in the UK and we want to inspire that to change.

WeAreTechWomen are delighted to bring this very inspiring first series to wherever you normally listen to podcasts – and the first three episodes are now live!

So subscribe, rate the podcast and give it a 5-star review – and keep listening every Wednesday morning for a new episode of ‘She Talks Tech’.

Produced by Pineapple Audio Production.

Online banking businessman using smartphone with credit card Fintech and Blockchain concept

How tech companies left the banks behind | Jame DiBiasio

Online banking businessman using smartphone with credit card Fintech and Blockchain concept, Jame DiBiasio

Article provided by Jame DiBiasio, award-winning financial journalist and author of new book Cowries to Crypto

With today’s world warped by Covid-19, it’s easy to forget about the 2008 global financial crisis. But this is the moment when tech overtook banks in setting the terms for how we spend, invest, and save.

In 2008, Western governments bailed out commercial banks and embarked on massive interventions in the currency with programs like “quantitative easing”. It’s no coincidence that the Bitcoin protocol ­– creating the first cryptocurrency defined by software, not by government – went live in early 2009.

Banks however didn’t pay any attention to this. Nor were they interested in developments in Africa: in 2007, a Kenyan telecom company launched the world’s first mobile payments service, called M-Pesa. The debut of Apple’s iPhone was the same year and instantly became the trendy must-have for the smart set, but banks didn’t see how it could be relevant to their actual business.

It’s possible that without the GFC, banks would have cottoned on to these developments a lot faster. The fallout of the crisis, however, saddled banks with reams of new regulation. The City and Wall Street experienced a boom in hiring, but not of bankers or traders: instead, they onboarded hundreds of thousands of experts in compliance, auditing, and risk management.

In other words, banks in Europe and the US were distracted by politics, reputational damage, and red tape. Instead of racing to improve their service to consumers and small businesses, financial institutions coasted on outdated IT and the blindness (or arrogance) of incumbents.

By the time banks noticed Silicon Valley startups were eating their lunch, it was too late. Technology companies, though, knew that mobile phones had the power to put financial services in people’s pockets – and that a great customer experience would put crusty banks in the shade.

Banks were slow to realize how the digital revolution was transforming their business. The first evidence of its threat emerged in China. Here, a pair of giant, incredibly aggressive internet companies, Alibaba and Tencent, had added payments to mobile apps originally designed for gaming, shopping and messaging.

In almost no time, a billion people switched their spending habits to these apps; although users still have to retain deposits with a domestic bank, the data – transactions, user preferences, habits – was horded by the internet companies. The banks had become “dumb pipes”, mere plumbing. The value, and the profits, rushed to the tech players.

The impact in the West hasn’t been as severe. Banks may not be popular, but people trust them with basic safety, and Western banks are far more competitive and entrenched than those in China.

Besides, the first assault on traditional finance hasn’t been from Big Tech companies like Facebook but niche “fintechs” that attack specific bits of a bank’s business. These startups are agile but lack a bank’s scale or customer base, so banks have learned to coopt these.

Big Tech is finally wading into battle, however. The likes of Amazon, Facebook and Google have vast user numbers. Although the public and politicians have grown a lot more wary of these companies, they are embedded in society; this year, with Covid-19, their necessity is apparent for all to see.

And they are now moving into finance. Facebook, wishing to take a page from the Chinese superapps, is attempting to enter payments with its Libra coin project. WhatsApp, the Facebook-owned messaging app, is venturing with banks in India. Google is experimenting with lending, starting in Southeast Asia. Amazon is partnering with JP Morgan and Berkshire Hathaway to get into insurance.

Banks have belatedly begun to catch up. Those with the greatest resources – the JP Morgans, Goldman Sachs and Citis of the world – are learning to be agile, to share data with strategic partners, and to put their vast compliance infrastructure to work as an advantage against tech companies still learning the regulatory ropes.

Community and regional banks, coops, credit associations and other smaller players, though, face an epic threat from Big Tech. If they are to remain relevant, they are going to have to radically change how they operate. They are now playing on Big Tech’s court.

Cowries to Crypto by Jame DiBiasioCowries to Crypto: The History of Money, Currency and Wealth by Jame DiBiasio and illustrated by Harry Harrison is published by OANDA, a global leader in online multi-asset trading services. It will be available from 1 September on amazon.co.uk, priced at £19.99.

WeAreTechWomen covers the latest female centric news stories from around the world, focusing on women in technology, careers and current affairs. You can find all the latest gender news here.

Don’t forget, you can also follow us via our social media channels for the latest up-to-date gender news. Click to follow us on Twitter, Facebook and YouTube.

Fintech featured

Women in fintech: a personal view on resetting the imbalance

Barbara Rossato, Regional Head of Professional Services, Finantix

FintechThe world of banking has been notoriously male dominated, but the new and flourishing 21st Century world of fintech creates an ideal opportunity for women to work in the banking sector on an equal footing with men.

Yet a 2019 study of the UK fintech sector by EY   found a gender split of 70.5% male and 29.5% female. It also found that just 25% of fintechs had at least one female founder, and only a very disappointing 2% had a female only founder or female co-founders.

So we still have a mountain to climb to reach gender equality in fintech. There isn’t just one route up this mountain and I think we (that’s we in the fintech sector, all of us, men and women), need to take existing paths and create new ones. I think there’s a lot we need to do to encourage girls to take up STEM subjects at school. That’s well documented of course, and in Italy, where I live and work, there are initiatives to encourage girls into STEM topics just as there are in the UK.

It is really important to foster the women who come into an organisation. One aspect of that is to ensure there are plenty of women in senior positions – having someone who ‘looks like me’ at the top is inspiring. At Finantix, we have a female CEO Christine Ciriani, but in this Finantix is rare.

However, board level representation isn’t the only way to encourage and support women in fintech. Mentoring is also very important and it is a key part of many people’s roles at Finantix. I’ve mentored both women and men, and I’ve seen and heard about mentoring in other organisations. Some approaches are less helpful to the mentee than others. For example a teacherly approach, where the mentee listens and the mentor provides information is less productive than a collaborative approach, where the mentee’s aims and aspirations are talked through, possibilities discussed, and strategies worked out. I take the collaborative approach, and I’ve found I’ve learned from my mentees in the past. I see that as very positive for both mentor and mentee.

Once we have women in the organisation we need to ensure they have space to flourish. Perhaps part of that is redefining success – or taking a fresh look at what it means to do a job well. I’ve been used to getting up at 4am to jump on a plane to get to a meeting in another world city, and then return home late at night – with just a day’s notice beforehand.  Anyone, woman or man, can have reasons why that kind of working style isn’t viable for them. But they might have other skills that are just as important and just as useful to the company. We need to open our minds to new possibilities and new definitions of success so that we don’t miss out on real talent.

Getting more women to take up technical roles is important, but there are plenty of roles in fintech that don’t require programming or other technical skills. I have worked for Finantix for almost ten years and have during that time had developer and technical lead roles. Today my role as Regional Head of Professional Services (Europe and Americas) is removed from development, and I work more closely with clients on project management and client relations. Both roles are rewarding, and there are opportunities to do both throughout the fintech sector.

I think what really matters if we are serious about growing the number of women in fintech is to work across the whole range of strategies – and for everyone in an organisation to fully embrace the need to equalise the gender split. This isn’t a ‘woman thing’, it’s an organisational thing.

About the author

Barbara Rossato is Regional Head of Professional Services (Europe and Americas) at fintech firm Finantix, where she has worked for almost 10 years covering various developer and technical lead roles. She is based in Venice, Italy and is currently responsible for the projects and clients management, actively contributing to building the relationship and coaching the project management team.

If you are a job seeker or someone looking to boost their career, then WeAreTechWomen has thousands of free career-related articles. From interview tips, CV advice to training and working from home, you can find all our career advice articles here

WeAreTheCity Top 50 Rising Star Winners | Announcement

Rising Stars Top 50 winners- bannersWeAreTheCity are proud to announce the winners of their Top 50 Rising Star awards. The Rising Star awards were introduced to showcase the UK pipeline of female talent below management and to create female 50 role models across 10 different industries and professions.  

The awards were entered by 340 individuals were judged by a panel of 14 independent judges. Over 15,000 public votes were received for the 100 shortlisted nominees from across 112 countries.  The awards were kindly sponsored and supported by Morgan Stanley, Societe Generale, BNY Mellon, Newton Investments, Reed Smith, Twenty Recruitment, Ladbrokes, Guardian Women in Leadership, EY, Barclays, Bloomberg, RBS and the Government Equalities Office.

Vanessa Vallely, MD of WeAreTheCity said “It has been a total honour to run this years awards and highlight the achievements of so many amazing women, the calibre of entries was truly phenomenal.  WeAreTheCity is very much about supporting the female pipeline and introducing these awards was a perfect opportunity to showcase the amazing talent of women across the UK.  We are exceptionally proud of our winners and look forward to following their future success.  We wouldn't have been able to launch these awards without the support of so many organisations who took no convincing to support these women and recognise their achievements.  Both myself, my team, our sponsors, judges and supporters are very much looking forward to celebrating with all of our winners at the House of Lords in September”.

Once again, we would like to congratulate all our winners and extend a sincere thanks to our shortlist, judges, sponsors and to everyone who supported Rising Stars 2015.


The winners of each category can be found here

Proudly sponsored by:

A career in Technology is not what you expect | RBS Graduate Programme

Female Graduate in technology


When you think of a career in Technology, what springs to mind?

  • Being at the forefront of cutting edge developments, innovation, creativity and helping to drive businesses forward?
  • Whether studying a related Degree or not, a career in here could provide you with the experiences you least expect
  • We all use it, so why not be a part of it, helping to build our bank for the future
  • Keep an open mind, and remember:

It’s not all about coding!

  • Graduates use a range of skills and the wide variety of roles and our people reflect this (only 3 of our Graduates studied Computer Science in our 2014 intake).
  • All roles will be technical in nature, so an analytical mindset will help, but these roles are suitable for Graduates interested in a wide range of careers – Graduates go on to be Business Analysts or Project Managers as well as Software Developers

You don’t need experience

  • Learning and development is at the very heart of the Graduate Programme.
  • A complete training programme is provided to bring everyone up to the same level.
  • Your Manager provides you with a project that has been pre approved with clearly defined objectives which are achievable at your level of experience.
  • The Services Graduate Programme will bring a greater breadth of opportunities, and we still have opportunities available in Edinburgh starting this September.


The future you shape at RBS has the potential to be impressive. We’re an international financial services organisation operating in the UK, Europe, the Americas and Asia. We have a clear vision for the future and you’ll help make it a reality.

RBS is a bank with a history of looking ahead. Since we were established by Royal Charter in 1727, we have granted the world’s first overdraft, launched the first mobile bank and developed the first fully functional smartphone banking app.

Graduate opportunities in Technology & Transformation:


RBS is an empowering place to work. We believe there’s a right way to do business and we’ve created a fair, open, honest culture that will value the part you play. Get ready to drive positive change as you rise to the challenge of building a better bank for our customers.

We have high expectations of our employees and we’ll give you the tools and support to deliver on them. After all, the sooner you reach your potential, the sooner you can start shaping our future. Expect exposure to live projects and lots of responsibility from the word go, supported by a formal induction and structured training from industry experts.

Alongside your professional progress, we’re equally interested in your personal, ethical and social development. You’ll find four deeply-held values driving your work at RBS: serving customers, working together, doing the right thing and thinking long term. These are the principles making us a stronger bank and they’re something you need to believe in.

Prepare for broader horizons too. We’re an international bank with graduate opportunities on an impressive scale, whatever your degree subject. We have careers for analytical minds, strategic thinkers, technology heads and business brains. Wherever you join, you’ll get to see a huge range of business areas, with genuine internal mobility on offer.

What you can expect

An experience that spans all of the Services divisions including: technology development, infrastructure, technical architecture, transformation and change. The holistic approach will give you insight into how we impact the customer and work towards simplifying and creating new solutions for them. Technology & Transformation is a diverse field with functions and specialist teams in over 30 countries. It’s the key to everything we do and allows us to trade across time zones, perform complex calculations, transfer funds and disseminate information.

As a graduate based in Edinburgh, you'll complete placements around our business. You could work on major international change programmes or the delivery of next-generation solutions and play a vital part in building and maintaining the technology which allows us to retain our competitive edge. Throughout, your work will touch all aspects of RBS, so variety – and the chance to explore the full spectrum of what we do – is guaranteed.

Who we are looking for

You don’t need to come to us with advanced technical skills. Many of our graduate trainees have degrees in engineering, mathematics, economics, computing and sciences. But we’ll consider anyone showing a keen interest in and aptitude for technology. Plus, as well as technical development you will be encouraged to develop broader capabilities such as communication, project management, team working and influencing skills.

It’s also important that you’re resilient, articulate and great with people. This isn’t an inward-looking business area: you’ll establish and maintain strong relationships with stakeholders at all levels and work across different sites as you do so.

Whatever your degree discipline, we ask all our graduates to have a minimum 2:1. We’ll also consider your top three A-level (or equivalent) grades from the first sitting (excluding General Studies) and look for a minimum of 300 UCAS points.



Announcing WeAreTheCity’s Top 50 Rising Star Awards “Shining a spotlight on the female talent pipeline”

Rising Stars - Female talent awards

Nominations open 1st June 2015 - click here

WeAreTheCity is delighted to announce the launch of the WATC Top 50 Rising Stars Awards for 2015.  

These new awards are the first to focus on the UK's female talent pipeline below management level and will celebrate 50 female individual contributors that represent the leaders & role models of tomorrow.   We hope that by raising the profile of our short list and winners, we will also encourage organisations to consider how they strengthen the development of their female pipeline in the future.

Recognising that careers for women may follow different timescales, the Top 50 Rising Star awards will not have any age restrictions included within the criteria. We feel we have a responsibility to ensure that female talent regardless of age and background receives the necessary support and skills to transition into key decision-making roles within our organisations.

"The need for more women in senior leadership roles is widely recognised. At Barclays, we want to go further - we believe in cultivating a pipeline of female talent across all levels of the organisation, from the executive assistant right through to the boardroom. These awards recognise the considerable achievements of talented women and our sponsorship reflects our commitment to support the women that come through our ranks to stay until leadership." - Mark McLane, Managing Director, Global Head of Diversity and Inclusion at Barclays PLC

WeAreTheCity will use its extensive reach across the UK & Ireland to find 50 high-achieving women across 10 key industries and professions

The WATC awards will be officially launched on 01 June 2015 with support from organisations such as Morgan Stanley, Barclays, Lloyds, Societe Generale, Reed Smith, Ladbrokes & Twenty Recruitment.

The nominations process opens on 01 June 2015 for all categories and will take place online at wearethecity.com.   A shortlist of 10 for each category will be judged by WeAreTheCity and published during July. Judging of the final 5 winners for each category will take place with the category sponsors & independent judges during August. The 50 winners will be announced in September where they will be invited to celebrate their awards at a champagne reception.

  • Rising Stars in Banking
  • Rising Stars in Consulting
  • Rising Stars in Investment Management
  • Rising Stars in Law
  • Rising Stars in Technology
  • Rising Stars in Insurance
  • Rising Stars in Media & Journalism
  • Rising Stars Personal & Exec Assistants
  • Rising Stars in Recruitment & HR
  • Rising Stars in Sport

Sponsors of each category will be announced on the 1st of June

Criteria for entries
  • Open to all women regardless of age
  • Nominees must be below management
  • Nominees must be working within the industry of the category they are nominated for
  • Individuals can nominate themselves
How we define a rising star
  • Someone who is making a difference in their industry
  • Someone who demonstrates passion and drive
  • Someone who gives back or inspires others
  • Someone who is recognised by others as having the potential to become a future leader in their industry
The Process
  • 01 June: Nominations open for all categories
  • 26 June: Nominations close for all categories
  • 20 July: Top 10 short list from each category announced/public voting opens for all shortlisted nominees
  • 31 July: Public voting closes for all shortlisted nominees
  • 01 September: Top 5 Rising Stars for each category announced
  • Sept TBC: Top 50 Rising Stars drinks reception and awards for winners, guests and sponsors
Don't delay, visit us to nominate your rising star on the 1st of June

Rising Stars logo