Morgan Stanley: Company Profile & Background Check FAQs

Morgan Stanley was founded on September 16, 1935, in New York City, after the Glass-Steagall Act required the separation of commercial and investment banking. Partners Henry S. Morgan and Harold Stanley left J.P. Morgan & Co. to establish the new investment banking firm, which quickly became a major force in underwriting and corporate finance. Over the following decades the firm helped shape modern capital markets and expanded into a diversified global financial services company.

Today Morgan Stanley is a publicly traded company listed on the New York Stock Exchange under the ticker MS, headquartered at 1585 Broadway in Midtown Manhattan. The firm reported approximately 83,000 employees as of 2025 and maintains offices in financial centers around the world. Its business is organized around three main segments: Institutional Securities, which includes investment banking, capital markets, and sales and trading; Wealth Management, which serves individual investors and grew substantially through the 2020 acquisition of ETRADE; and Investment Management, expanded by the 2021 acquisition of Eaton Vance.

The firm hires across a wide range of roles, including investment bankers, traders, research analysts, financial advisors, technologists, risk and compliance professionals, operations staff, and administrative support. Many client-facing positions require securities industry licenses and registration with regulators such as FINRA, which shapes the depth of vetting new hires undergo.

Company culture and employee programs: Morgan Stanley organizes its culture around core values that include putting clients first, doing the right thing, and committing to diversity and inclusion. The firm runs well-known analyst and associate programs for early-career hires, along with internships, veteran hiring initiatives, and return-to-work programs for experienced professionals. Compensation typically combines base salary with performance-based bonuses, and benefits vary by role, level, and location. Candidates should confirm program details with recruiters during the hiring process.

Yes. Employers in the financial services industry, including Morgan Stanley, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow federal, state, and local laws. In the United States, screening is governed by the Fair Credit Reporting Act (FCRA), and financial firms are also subject to industry rules from regulators such as FINRA and the SEC that can require additional vetting, including fingerprinting for certain registered roles.

Morgan Stanley is generally reported to conduct thorough background checks on new hires, which is standard and often mandatory practice across banking and securities firms. Employees may handle client assets, confidential financial information, and regulated activities, so screening is a routine condition of employment in the industry. The exact scope of a Morgan Stanley background check may vary by role, level, and jurisdiction, and registered positions typically involve regulatory disclosures beyond a standard employment screen.

The Morgan Stanley hiring process typically begins with an online application or campus recruiting event, followed by resume review and one or more rounds of interviews. Early-career candidates often complete video or phone interviews before a final round, sometimes structured as a superday with several back-to-back interviews. Experienced hires usually meet with managers and team members over multiple conversations. Offers are generally contingent on a background check, and candidates for licensed roles may also complete regulatory registration steps, such as fingerprinting and Form U4 disclosures, before or shortly after starting.

Because financial services screening is often more extensive than in other industries, timing can vary. Many components finish within a few business days, but education and employment verifications, international checks, and regulatory steps can extend the process. Court delays and multiple jurisdictions in a candidate's address history also affect timing. For a closer look at what drives timelines, review background check turnaround times.

Employers in banking typically order a broad set of searches. For a role at a firm like Morgan Stanley, a background check may include some or all of the following:

Candidates should review their disclosure forms to understand which searches apply to their specific role.

Under the FCRA, most negative information other than convictions generally cannot be reported once it is more than seven years old. Convictions can typically be reported indefinitely under federal law, and the FCRA's seven-year limits also do not apply to jobs with annual salaries above a threshold set in the statute, which covers many financial services positions. State laws can impose stricter limits. Regulatory disclosures for licensed roles follow their own rules and can require candidates to disclose certain events regardless of age.

Morgan Stanley evaluates candidates individually, and there is no public blanket policy on felony records. Financial services is a special case: federal law can disqualify individuals with certain convictions, particularly those involving dishonesty or breach of trust, from some banking and securities roles, and licensed positions require regulatory disclosure of criminal history. Outside those restrictions, employers typically weigh the nature, age, and relevance of an offense. Many states and cities have "ban-the-box" laws governing when criminal history can be discussed. Candidates with records should answer all lawful questions and regulatory disclosures honestly.

Candidates will typically be asked to sign a written disclosure and consent form before screening begins, as required by the FCRA. Applicants should be prepared to provide their full legal name, date of birth, Social Security number, address history, and detailed education and employment information for verification. Candidates for registered roles should also expect fingerprinting and completion of regulatory forms. Providing accurate, complete information helps avoid delays and discrepancies that could hold up an offer.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before ordering a report, to provide the candidate with a copy of the report and a summary of rights before taking adverse action, and to allow candidates to dispute inaccurate information. To learn more about these protections and related EEOC guidance, read this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Morgan Stanley may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.