Brian

This role been on the market for long. DFIs have ruined the Nairobi finance market with tax-free pay: nobody seems to be enticed by $160K salary + 50% bonus if they have to pay Kasongo 40% of that lol

@everykobo1 @felicitykoncept @capt_achiever @TalibanGrey @ngnstx Calm down , it’s just around $86k . I don’t understand the fuss. It’s not a lot of money for his level.

@felicitykoncept @capt_achiever @TalibanGrey @ngnstx Not like I care, but these are hard questions we should be asking even at government levels. Even a top bankers at his level at Citibank, JPMorgan chase & other top US banks, with some of the best bonuses can’t cough out N120m in one swoop on a single stock. I rest my case.

INSIDER BUY NOTIFICATION: Stock: Access Holdings Plc Txn Date(s): May 11, 2026 Aggregate Value: ₦120,900,000.00 Breakdown: 5,000,000 units of ordinary shares at ₦24.18 per share Insider: Richard Amafonye Position: Staff of Access Bank investbamboo.go.link/6JAxD

Sahel Capital is looking to hire an Investment Analyst- Graduate Trainee (Lagos, Nigeria) ‼️ Apply here: hris.peoplehum.com/ehire/jobs/8e3…

@Rxbremen Fair enough

@Jegazy1 At all depends on your goal and strategy.

Some of you are desperately looking for the next TIP. I wish you good luck. TIP was listed 10 years ago, 2016, have that in mind.

UGO’s wife. UGO’s wife. Divorce is finalised. It’s Ex-wife.

@EmmanuelPowers6 @Babajiide 800k for senior roles? 😂 . Please what sector and how big the company is?

@Babajiide - Entry level 250-400k - mid level 450k - 750k - senior level. 800k above If we are realistic

Since we are talking about salary, whats a good salary range for; - Enrty level - mid level - senior level. ?

@Rxbremen That’s fine . But are they willing to pay value for money if an applicant decides to do self study out of pocket👀?

You'll be shocked by the sheer number of people who are bad, very bad at what they do but earn wayyyy higher than you!!! That imposter syndrome you're feeling? Throw it out the window. Throw it out now!!!

I promoted Lorna Hajdini to Executive Director at JPMorgan because she understood something most bankers never learn. Ownership. Not deal ownership. People ownership. The kind of leadership where you don't just manage a pipeline. You manage the person building it. Their trajectory. Their compensation. Their future at the firm. Their references when they try to leave. I taught her that. Not at NYU Stern. Not at Harvard. Here. In Leveraged Finance. In my corner office on the forty-second floor with the framed Tombstones from every deal that made this division what it is. Lorna's handshake could restructure a cap table. That's not a compliment. That's a performance review. When the complaint came across my desk, I read it twice. Not because it was disturbing. Because it was familiar. Every behavior described. The direct communication. The after-hours mentorship. The expectation that juniors earn their advancement through demonstrated commitment to the team. That's the playbook. My playbook. The one I handed Lorna when she made Executive Director and inherited a book of direct reports who needed to understand the hierarchy. "I own you." I've said it to thirty-one analysts over twenty-two years. It means: I control your rating, your bonus, your promotion slate, and whether the next firm you apply to hears "top-decile performer" or dead air. It's in the HR manual under "direct management accountability." We call it alignment of incentives. The complainant. A Senior VP in Originations who couldn't close. He alleges Lorna tied his advancement to "pleasing" her. I've read the promotion policy. An Executive Director has full discretion over direct-report advancement recommendations. Full discretion. We designed that authority. It incentivizes loyalty. It builds culture. It creates the kind of deep mentorship relationships that retain top talent. If he interpreted "full discretion" as something other than what every Managing Director on this floor has understood since the division was founded in 1998, that's a communication gap on his end. Not a policy failure. Harvard Business School profiled Lorna last month. "Leveling Up with Perspective, Practice, and People." She described a striking level of humility. A palpable hunger for knowledge. She talked about growing personally and professionally alongside her team. About being curious about perspectives different from your own. I wrote her recommendation for that program. I said: Lorna understands ownership the way very few people at her level do. The profile is still live on the Harvard website. Nobody took it down. That's not an oversight. That's an editorial decision by people who evaluate leaders for a living. The investigation lasted six weeks. I was consulted on a Thursday. They interviewed fourteen employees. Reviewed badge data. Calendar invites. Email metadata. Found no policy violation. The complainant declined to participate. He was already on wellness leave by then. Unrelated. Two witnesses are cited in the lawsuit. They were not cited in the investigation. I am told this is because the investigation's scope was determined prior to the filing. Scope is important. Without scope, every investigation into a Managing Director candidate with eighteen active deal mandates and a direct line to three of our top-ten private equity clients becomes a fishing expedition that puts nine figures of annual revenue in jeopardy. We are not in the business of fishing. Lorna remains employed. The complainant does not. His systems access was revoked on a Tuesday. I know it was a Tuesday because I approved the ticket. Standard offboarding protocol. The building badge, the Bloomberg terminal, the health insurance portal. All deactivated within the same four-hour window. He found out when his laptop locked at 2 PM and his key card stopped working at the elevator bank. The threatening phone calls started that week. "Just wait till you're back in New York, Brown boy." Someone knew his personal number. Someone knew he was out of state. Someone knew the racial thing would land. Those are outside the scope of the firm's responsibility. We cannot police what former colleagues discuss on personal devices during personal time. We did advise him to contact local law enforcement. In writing. Via his personal email, since his corporate account had already been deactivated. I am told he received that email. People keep asking if I'm concerned. I thought about him once. The complainant. On a Wednesday, I think. I was reviewing Lorna's Q3 revenue attribution and his name appeared on a deal she closed after he left. His origination work. Her closing credit. Standard reassignment. And I thought — briefly — about what it must feel like to watch your work get credited to the person who.· Anyway. Revenue attribution follows the active relationship manager. Policy is clear. Am I concerned? I built Lorna's career. I taught her how ownership works in Leveraged Finance. I watched her apply those lessons with a level of intensity I haven't seen since my own early years on the desk, back when nobody filed complaints because everybody understood the cost of being the person who didn't understand. If the system produced what that lawsuit describes, then I'm the system. But the investigation found no merit. So I'm just a mentor.

It is not enough to be good, you must be competitive. Yeah, I know you a 90, but what happens when you enter rooms where the median is a 95?

If you want to really, really stay at the top and flawlessly eat in the financial services industry, you need to have a very solid knowledge and understanding across these four cardinals: ✑ Understanding macroeconomics ✑ Knowledge of finance ✑ Understanding how businesses work and the various types of business models ✑ Knowledge of accounting It is like combining economics, finance, business admin, and accounting into one.

@OladejiTosin15 Thank you

Just wrapped up a 4-part IFRS 9 ECL series with a focus on the modelling. Almost 4hrs in all but to follow through with the modeling you probably need at least 8hrs. Part 1: A brief intro - Classification & Measurement (SPPI, business model assessment, EIR dynamics) youtu.be/5W_XLsSDjtg Part 2: ECL framework + EAD Modelling (amortisation profiles, CCF, behavioural assumptions) youtu.be/cSPNrT6_th8 Part 3: PD Modelling (Markov Chain, transition matrices, lifetime PD term structure) youtu.be/WLJ0EvKJg60 Part 4: LGD + Full ECL (recoveries, collateral projection etc) youtu.be/N1dVvPgnBLA Some snippets 👇 Also used the opportunity to highlight advanced Excel functions like LET, LAMBDA, and SCAN. Worth exploring if you’re into complex modelling. Of course, it’s almost impossible to cover everything within a limited time. I only just scratch the surface😎. #IFRS9 #ECL #CreditRisk #Quant

Microsoft is offering its first ever voluntary buyout to about 7% of its staff. Eligible US employees include workers at the senior director level and below whose combined years of employment and age total 70 or more.

@estherannuduma @iamcomputer__ Cheating and stealing is the same now??? Huh??

@iamcomputer__ Did he cheat on her? Start with that one first

My brother deposited 20 million Naira into his wife to be account in preparation for their marriage. The girl use the money to process Visa and travelled out 

Director Salary: ₦1.2M per month Analyst Salary: ₦120,000 per month Director: Sends voice note : “Make it happen by EOD.” (12 seconds long) Analyst: stays up all night, builds 3 scenario models, runs stress tests, presents flawless report. Reply: This is basic stuff, step it up. Director cashes ₦4.8M end of year bonus. Analyst receives: A keychain and a LinkedIn post tagging them as valuable team player. Corporate beeches

If you are in accounting or economics and are interested in this course, let me know

This is one of the best courses by BIWS Oil and gas modeling and valuation breakingintowallstreet.com/oil-gas-modeli…

@omoalhajaabiola Check their premium package. It’s totally worth it

I am sure a lot of older, rich women are a lot like her, but she is one of the few who openly admits it. I have always been an advocate for younger guys learning transferable skills from older, more experienced women. The Mekwe Ecosystem gains from it, Bless her!