The purpose of this paper is to identify sociocultural traits, beliefs, and norms among first-generation (FG) finance professionals and continuing-generation (CG) finance professionals attending The Wharton School’s MBA program, document their struggles and responses to struggle when initially joining and transitioning into the workforce, and ultimately compare and contrast the two groups. The thesis does not aim to explain a national or global phenomenon nor to make any generalizations; instead, this paper focused on documenting the experiences, feelings, and thoughts of first-generation and continuing-generation individuals as they complete the first years of their career and help push forth conversations surrounding the first-generation community. The interviews reveal that certain sociocultural traits are more frequently present in first-generation professionals, and several workplace conflicts were attributable to these sociocultural traits, indicating potential cultural mismatch. This thesis will advance the present literature about first-generation college students by expanding beyond the conflicts and challenges faced during college. Instead, the paper focuses on early-career professionals by analyzing the cause of conflict through a cultural matching framework. Through this framework, this thesis demonstrates that first-generation professionals are susceptible to cultural mismatching because they more frequently hold interdependent values and motives and are less exposed to sociocultural norms of the finance industry. This calls attention to the importance of early exposure to professional environments, mentorship, and paying attention to cultural differences when creating policies or programs for first-generation people.