{ "media_type": "text", "post_content": "Alvarez & Marsal, anyone join at the junior level and now Director or MD? \n\nCurious how you think about WLB over time - bonus is obviously structured in such a way, as is the leave policy. But... are you always switched on, or do you feel you have time to breathe?", "post_id": "610a011c83ea0f0021269941", "reply_count": 5, "vote_count": 3, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Alvarez & Marsal, anyone join at the junior level and now Director or MD? Curious how you think about WLB over time - bonus is obviously structured in such a way, as is the leave policy. But... are you always switched on, or do you feel you have time to breathe?

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Everything I've heard is to do your due diligence, WLB is not that strong or prioritized.

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How you can you do your due diligence. I've spoken to many people and none have said we are working 70-80 hours a week every week, but not sure they'd flat out say that

The sample size for this is likely very small. Assuming you’re talking analyst or associate hiring, it’s likely not many professionals have entered at that level and have had enough time to make it to D/MD. I can be totally wrong though, but my impression is that junior hiring is still relatively new.

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My performance manager went from a senior associate to director in 4 or so years, and they mentioned they weren’t the fastest. It’s just like any consulting firm though. You need to set realistic priorities and boundaries.

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I do but when they joined the a&m now is not the a&m of today. They have grown significantly. Your question should not be your worry. They are growing, this they will be increasing partnership. Not an issue. If you want to make partner, you shouldn't care about wlb. Obviously it gets better over time. Everything does though. Did you watch shawano redemption. It was rough in the beginning but it got better for the prisoners

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