Related Posts
More Posts
Favorite workout programs?
When they say RTO is mandatory

Big ‘G’ and Me

Hi everyone, Need referral for for software engineering in any Hft firm as I have interest in finance, trading, etc.
I've passed out recently in 2021 from IIT. I'm currently working as software engineer in Oracle at 30 LPA.
Tower Research Capital @graviton @alphagrep @optiver @nk securities
Additional Posts in New York City
Buying in Long Island
I was in a similar situation as you with most of my client engagements. My counselor at EY consistently led me to believe that I was the problem, and not middle management. I constantly felt like an outcast and started to not feel comfortable with my colleagues.
I left EY end of last year and I’m with a fantastic team: Very little politics/micromanagement, high standard for business etiquette where leadership is run as a meritocracy. It’s been fantastic so far, even with COVID disruption, my MD’s have been truly supportive with the department (check-in’s from senior leadership, home environment set-ups)
Maybe I got lucky? Maybe the counselor I had was pushing me to quit/leave the group? Maybe EY leadership wasn’t giving honest feedback to me, that corroborates with the counselor?
Whatever it might be, please know that’s it’s not you. One good apple would never be able to change a toxic environment (unless that apple is in senior leadership). Sometimes a new home is all that’s needed.
Stay well my friend!!
Need to practice Ikigai
Rising Star
How are you not getting along with managers? I think that's an interesting comment
For the first three months of my hire, I would start leading projects under my managers’ supervision, and I would hear direct feedback that I would receive on my weekly 1:1. I try to improve it, then would get new minor feedback. But at a certain point when I suggest new ideas or in a social setting like happy hours, my managers are unwilling to acknowledge my presence or say “I’m not that cool”. I would end up getting close to my creative or PM teams instead. Towards the end of my job, I would either be burnt out because I do not get to lead a project for my growth opportunity, or I get exhausted about the toxicity of the culture.
I think it's a 2-fold question. 1) what do you want to do? 2) what kind of environment (physical space, managerial, company culture,etc) do you need to thrive?
I went through a similar situation in the past few months as I wanted to figure out both. After leaving DD, I went to a terrible company with toxic leadership. It was so anxiety inducing, contract roles started looking very attractive to me (in terms of having time to suss out what the company is like without committing as FTE). I'm now contracting with a company that I'm now seeing the role and company aren't as how it was painted to be in my interview process, and I thank goodness I'm contracting and not FTE.
I read a lot of perspectives on how people chose the jobs they're in. It could be writing a list of every task your current role encompasses and dividing the list into tasks that give you energy/bring you into a flow state vs tasks that drain you. Write down skills you're interested in learning/developing and find roles that can give you what you are looking for based on the exercise.
This is also where informational interviews/coffee chats are extremely helpful. I reached out to people on LinkedIn I thought had interesting careers, people who had a similar trajectory as me, and more to hear what their jobs encompassed and what they did to get there. Having worked with many agency folks throughout my career, it may be worth thinking about if you want to go in-house.