data entry clerk

customer service representative

client associate

retail sales associate

accounts payable clerk

Merrill

•	Involved to work with troubleshooting the stored procedures, functions, views, triggers etc & part to be increasing the performance tuning.
•	Wrote several SQL Scripts such us finding tables that have Identity Columns, finding tables that do not have primary key. 
•	Developed and performed data modeling studies, support data selection, extraction and cleansing of mediation applications.
•	Developed SSIS ETL packages to meet data flow needs.
•	Migrated the data from SQL 2000 to 2008 & involved to work with migrate DTS packages to SSIS.
•	Used Joins, correlated and non correlated sub-queries for complex business queries involving multiple tables from different databases.
•	Automated the SSIS jobs in SQL scheduler as SQL server agent job for daily, weekly and monthly loads.
•	Modifying & Implemented simple encryption stored procedure in order to transform the business rules.    
•	Proven ability in generating Drill down and Drill through reports with Drop down menu option, sorting the data, defining subtotals in SSRS 2005.
•	Created Parameterized reports and Linked reports and thorough knowledge of report serving architecture using SSRS.
•	Extensively involved in replication and implemented Snapshot, Merge and Transactional Replications.
•	Developed SSIS ETL Packages to meet data flow needs & building platform with the using of SSIS.
•	Involved to work with very basic SQL Server encryption level setting on database & column level.
•	Involved to work with .NET, C#, VB6 environment to do custom coding within SSIS packages, SSRS reports.
•	Managed source code, keeping track of project deliverability such as defects, requirements, tasks & versioning control with the using of Team Foundation Server.  
•	Migrated legacy database and spreadsheets (Access/Excel) to SQL Server 2000 using Data Transformation Services (DTS Transformation) and T-SQL scripts.
•	Reduced the T-SQL overhead successfully by avoiding unnecessary use of The UNION, <>, statement & using the TOP operator to limit the Select statement in certain queries.
•	Used Index usage statistics to determine how useful an index is and if an index is improving or hindering application performance. 
•	Designed SQL SSIS Packages to extract data from various data sources such as Access database, Excel spreadsheet, and flat files into SQL Server 2005/08R2 for further Data Analysis and Reporting by using multiple transformations, scheduled and maintained nightly and weekly loads of data by creating the corresponding job tasks. 
•	Enhanced performance of databases using optimization techniques-normalization, indexing and Transaction Isolation levels, monitoring logs to ensure the completeness of batch processes, scripts and processes. 
•	Supported Application Development team with any database issues, updates or new releases.

Hiring process - interviewers tried to be as vague as possible about the metrics by which my performance was to be assessed, then pressured me into accepting without receiving all of the relevant information. did not even get confirmation / welcome aboard email when i accepted the job. 

Metrics of performance - as an FA you are measured according to how many "PC's" you generate. What exactly a PC is is still a mystery - the way they are calculated vary by product sold, by whom, amount invested, and are assessed on a magical schedule that nobody can predict. Even if you go up the chain with specific questions about how PC's are generated, no one knows. Not the PMD coordinator, not the branch manager, not the regional manager, not the national PMD team. Considering that your salary and your job security depends on how many PCs you generate, this is a completely unacceptable business practice. 

Management - turns over on a very regular basis. Range from evil  idiots to well-meaning idiots. 

Business model - newly hired FAs are expected to bring in more new business than fully established FAs. Now why would that be? What other industry is structured that way, where novices are supposed to be the rainmakers? Perhaps because this is a dying industry, with outdated business models that no longer apply in the information age. 

No one needs a financial advisor anymore - all the information about the financial industry is available at everyones fingertips. People can use online platforms for a fraction of the price that a financial advisor charges and receive the same exact service. Only an idiot would pay a new FA 2% of their assets to put their money into an index fund or to choose a money manager. (Unless you happen to be ultra high net worth, and need an FA that functions more like a business manager/accountant/estate planner. A new FA will not be able to do this.) 

Teaming - you can't trust most people, and those that you can still can't help you meet your hurdles. Unless you find a team that is growing, and needs you to service a growing client base, and is willing to sponsor you, don't be surprised if your team dissipates rather quickly, and you are left fighting over the smallest of clients you may have brought in. 

This place is a joke, get a real job elsewhere.

My role was a FSR (financial services representative). One thing BOA does do really good in is training, the training that the company provided was great and included a 1 month training period for your SIE, then a 2 month period of classes about the role. Then after you "graduate" the academy, you'll be placed in a phone role taking up to 30-40 calls a day. the majority of calls that you'll deal with are resetting passwords with a 90 year old, who will surprisingly have better computer skills than most of the 60 year old's that call in, and waiting 20 minutes on hold to talk to trade about something you can't go over with the client because you'll be unlicensed at that point, and pushing "deepening" tactics on to clients to connect them to the sales team so they can cross sell them on opening more accounts. 

What went wrong in my case was that after I got done with training I was automatically put on a swing shift that got off at 11pm. Between the number of calls coming in, referral goals, and long hours I was left exhausted and burnt out going into my second month on the phones. The company gives you half the day to study for your 7 and 66. However, unless you are an extremely motivated person, the burnout will affect your ability to study for these exams. In my case I failed the 66 both times I took it because at that point I was just so done with the job and depressed from the long hours and people yelling at you everyday. On top of the burnout, you only be given 30min lunches and 2 15 min breaks, which HAVE to be 15 min exactly. Managers will send you weekly reports on your call numbers, and if one of them was off, such as referrals, you will be placed into a action plan. 

At the end of the day its a burn and churn job, half of my class from the beginning left with in 5 months. Likewise, if you enjoy taking phone calls, minimal human interaction, compliance issues, and long hours then FSR role is for you. It is a good place to put your foot in the door in the investments industry, but don't stay in that position very long. 

Pros: good pay scale, amazing support from the local Financial Center (branch). Salaried pay moderately competitive with a pretty standard benefits package and incentive opportunity (though don't trust what they tell you top performers make, as with any place. It's not a feasible goal)

Cons: so many confusing acronyms for things that don't need to be acronyms. Promotions purely based on sales production, not on experience relevant to the job (according to the hiring managers I spoke to for roles like Market Leader). Micromanagers are promoted while managers who value diversity of learning style are pushed out. Company consistently raises goals and lowers incentive annually. Direct managers have no input into this, so their only option is to gaslight you and claim the company "went over budget on incentive last year and have to make up for it" even though the company made over 26 BILLION in net profits, or tell you the company is "expecting a lot more opportunity in your financial center this year" when there is no internal or external indication of that. It's as if the C-suite managers think the economy is an unlimited growth machine, instead of a closed finance system where every dollar gained means someone else's dollar lost. Additionally, they do not sponsor this role for Life/Health Licensing, so going to another company in the industry is made more difficult because you do not have a standard license that most people in the industry have. Additionally, there is so much allegedly unethical sales pressure masked by veiled phrases, where there is no ethical way to consistently make your sales goals and tick all the boxes, but they have so many lawyer-approved ways of wording things to ensure the individual employees take the fall and not the company actually creating such sales pressure (allegedly).

Summary: it's a fine opportunity to learn about investment advising and broker dealers, but also not an incredible stepping stone compared to other companies in the industry. I would say it's a cushy and secure role, but the constant raising of goals means you can go from a top performer to a written warning pretty quickly.

The division of Merrill Lynch that exist today has incoporated the Bank of America core values. It is teammates serving customers, clients, communities and shareholders through all businesses around the world.

1st and foremost - Promote opportunity - This helps build a better future for everyone. Opportunity is attainable.

2nd core value - Delivering for all of their customers, clients and shareholders - disciplined execution will lead to sustainable and long-term performance.

3rd- Trust in the team - They all work together and strive to be consistent and straightforward in there interactions.

4th - Embrace the power of the employee from bottom to top and vice versus. - They value each individuals differences,
diversity and inclusion are good.

5th - Act responsibly - They hold themselves accountable for managing risk and for doing the right thing.

The components above will promote a foundation of trust for all of their clients. These attributes should keep clients faithful and wanting to do business with Merrill Lynch when the opportunity presents itself.

The most enjoyable part of the job for me is that each associate made me feel special and that they were part of my family. Having BBQ events held outside the cafateria, Fun Run/Walk event, Team Sports , special achievement awards and birthdays followed up by cake/ice cream was a great way to break up the daily grind.

The hardest part of the job was getting around obsticles. I learned that I didn't need to react swiftly. I was always a go, go, go person. I have learned to take a deep breath and if something doesn't get done immediately there is always the next day or possibly something else might become more important.

The management team was on my side and I wish I had realized it.

Very busy top producing office with 127 agents and 5 departments all working together to reach maximum productivity.  Sticking to a schedule I created for myself was able to handle most with ease.  Hardest part of my job was to keep to my schedule and handle all aspects in a timely manor plus be a laison between clients and agents.  Overseeing the contracts was the most tedious part of my job, and I became proficient at proof reading very rapidly.  My back up staff and secretaties, all worked with our common goal and committment.  It was understood that everyone followed their job discription to the letter and then some.  The most enjoyable part were the extra-ciricular things our company did with the agents and staff.  Playing softball games against the other offices, office partys at Christmas and end of the Quarter with promotionial contests that created more business and production that finally included the families of the participants.  Picnics, ball games, special outtings and promotional prize winning evenings.  Very happy and cohesive groups I've had the previllege to work with and manage.  There were always lots of smiles and laughter, recogniton and many fun things to look forward to.  To this day I'm in touch with many of the agents that started with me and have become leaders in their communitys as well as their own personal businesses. I feel great pride in having helped to instill a good foundation and work habits for them to succeed in their careers.        

The worst part of this job is that I like it on paper. Seriously, Merrill Edge offers a great opportunity to help people who typically wouldn’t have the chance to benefit from working with a financial planner. The people that work there are among the best I’ve met in the finance industry so far. That being said, I really don’t know if I can continue with the job. The problem, I suspect, is that the concept is fairly new to the company, and it seems that birthing pains are sabotaging the group. Between a very poor onboarding experience, issues with transferring licenses over, and a lack of communication from the untenured management, the problems have added up to a point where I have to consider looking for a new job. My issues ranged from being promised thousands more in base salary, only to realize that the recruiters made mistakes, to a change in the compensation structure that has left me working without any variable compensation for at least a year. The training is excellent, and many people have moved forward at this company in quick fashion, but a large group of people find themselves soured to the role after experiencing similar setbacks that I had faced. This has led to a fairly high level of turnover. It’s really a shame, as I consider the concept behind Merrill Edge a great one. I’m hoping once the department matures the issues I mention will be resolved and this group will move to the front of the financial planning industry. I just hope that I can afford to hold on and see that day.

Pros:

For newer financial advisors starting in the industry, this role is great for many reasons. You don't have to make non-stop dials as you do starting out as an advisor other places, you get a lot of reps and experience with clients on a daily basis, and the pay can be pretty good depending on success in the role. Also depending on your manager, you do have a lot of autonomy on how you want to run your business. They are working on improving the growth and sustainability that you can experience as an advisor in the role. It used to be a much more transactional role (it still feels that way at times) but as I said, they are making steps to improve that. The 401k plan, healthcare plans, stock programs, etc, are all fairly solid. 

Cons: Working with such a large amount of clients as well as walk-ins in the banking centers can be a lot sometimes, and you don't always have the ability or flexibility to cater to priority clients as you'd like. It can wear you down. Although you are an advisor, there is still a heavy sales side to the role; the goals each month/quarter never stop and can lead to burnout.    Since you are in a banking center, the compliance can be overwhelming at times. Also, you are in center, in suit and tie, 5 days a week and sometimes Saturdays as well. The bank associates are also understaffed consistently, which leads to more banking duties assigned the advisors to pick up the slack. 

Overall, it's a great role for newer advisors or advisors with a little experience. You can grow in the role itself, but promotions are going to be hard to come by as there are only so many positions available up the chain. 

I assisted clients of all financial aptitude with website management, investment tools, analysis of their investments through the website, and account management. 

I have learned that no matter who you deal with, all customers should be treated equally and fairly. You never know who you are speaking with, or who they know or are related to. Always stay professional, and keep a strong confident wit to be able to assist them. Being knowledgeable about your job will only allow you further advancement and opportunities within the current job, or the next. 

It sometimes becomes difficult to manage multiple clients throughout the day. Assisting clients with all different issues can be daunting taking one after another. I learned patience and used those instances as learning experiences to become more knowledgeable about myself, and my work place/services and products.

I enjoy waking up in the morning, knowing that I am leaving my home to better myself, take care of myself as an adult and my family. To allow myself opportunity and room to grow. Being on a team with individuals that are generous, and nice. They show patience and kindness while teaching and helping you to become better suited for your job. Well rounded customers were also enjoyable to speak with, and will always offer and small window of insight into a world you may never have known existed.

The Merrill Edge Advisory Center is a call center. It is not an advisory center. I have worked as an advisor for several years with different firms and this has no resemblance of one. You will be required to study for your series 7 license and if you do not pass you will be shown the door. That would be your best case scenario. Unfortunately, if you do pass you will be placed on the telephone and instructed to close some business with each call and each call will be graded. Your pay will be withheld by the subjectivity of the person grading your calls. Yes all of your payouts. The computer system is a collection of pieced together technology from Bank of America and Merrill Lynch which never works properly and often shuts down during calls (of which you are graded). The trading desks are rude and impossible to get in touch with and the proprietary products are impossible to sell and are awful investments. Humiliation is used as a tool to encourage you to work additional hours. A typical day will be ten hours and very likely twelve hours. If you have a family very shortly you won't. The bonus plan and the potential payout will never take place if you have any ethics at all. Saturdays and Sundays are also expected "if you want to make it". The only way to achieve the goals set with the clients you will see is to constantly engage in mutual fund switches and employ a churning strategy. The truth will set you free! Good Luck!

Top Job Titles	Average Salary
Data entry clerk 2 salaries reported	$24.25 per hour
Customer service representative 2 salaries reported	$33.50 per hour
Client associate 1 salary reported	$72,500 per year
Retail sales associate 1 salary reported	$25.34 per hour
Accounts payable clerk 1 salary reported	$35.00 per hour

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