{ "media_type": "text", "post_content": "Anyone have (serious) insight into how Deloitte Consulting interview ratings work? What is the process for debriefing? How are levels determined?", "post_id": "60ac32168ff1af0020325142", "reply_count": 9, "vote_count": 1, "bowl_id": "58f82700c1ca28001625dc30", "bowl_name": "Black Consultants " }

Anyone have (serious) insight into how Deloitte Consulting interview ratings work? What is the process for debriefing? How are levels determined?

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For experienced hire debrief, I’ve always done a group debrief where all the interviewers discuss. Sometimes it’s a clear yes and it’s easy, and then we talk level. Sometimes it’s more of a debate. Ultimately we talk about will that person be successful at Deloitte and do they have the right skill mix and background. Level is usually pretty clear but we always want to say “yes I’d be comfortable with this person as a manager managing a team and client relationship” or “yes as an SC I feel like they will successfully own work and can lead a small team” based on that skill mix and background and experience. We want people to be successful in their role - not struggle to meet the minimum bc we brought them in a level too high.

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I totally understand that - definitely frustrating. You said you were being considered for SM or M? How much experience do you have now?

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