Conversation Starter
Hi all, recently in touch by Spotify recruiter for a Sec Engineer position for remote EU and was told that range was 60-80 out of base salary and equity. Had 2 years of security experience out of my 4 years. Was also told that there is no bonus scheme or no sign in bonus 😕 Not sure how I feel about this tbh.
What do you think?
Spotify
Can anyone help me with referral in Deloitte?
Rising Star
How much are EY experienced hire sign bonus?
Community Builder
Where can I get a Tux? Nothing too crazy <$1500
Conversation Starter
What laptop brand does your firm provide?
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We typically don’t bring people in with only 3 YOE at SC. You’d have to prove that those 3 YOE were a perfect mixture of consulting plus domain experience (tough to be at 3 YOE) or you are some known entity to us that would give us comfort that you are ready. Typically EH that get brought in at SC are either MBA + ~3-5YOE or ~5 YOE either in consulting or industry. While we may promote from within C->SC within 3 years…we know those people so it’s a different situation.
As with all things…I’m sure many of us have examples of the exception to what I’ve stated above…but remember…those are simply exceptions.
Also I agree with AD1 above, better to come in at a level with lower expectations and then just crush it in your first year to advance quickly. Nothing worse than entering at a higher level only to fall flat on your face then no one will want to staff you and you may land yourself on a chopping block due to low performance.
I would go in as a C, with same salary, lower expectations. Additionally, you can get promoted quickly and get a sizeable hike. Coming in as a SC to a new firm, with the same salary isn’t something I would choose. I see no inherent advantage.
Now to answer your question, ask the HR and you will have your answer. No harm in asking.
Sounds advice above - my opinion is if you come in as a high performing C, the expectations are similar to a new SC. Try and get in as an SC now for a quicker path to M - or you spend the time you need at SC. No early promo is guaranteed and any quid pro quo you have is never honoured once you’re in the firm. You’ll never have more leverage from now, and if you want an early promo you’re going to have to fight for your life to get it, especially in today’s climate.
I had this exact same situation happen to me at Deloitte 3 years ago. Came in with 4 YOE and was "promised" promo to SC after 1 year as long as I performed strongly. Well guess what happened? They didn't give me the promo after 1 year, saying that you need at least 2 years as a C regardless of previous work experience. This was despite getting flagged as "performing above my current level" by every leader I worked under, top right quadrant in performance reviews, lead small teams of C's and BA's, and billed as an SC for multiple months consecutively... Looking back, I should have negotiated to come in as SC, but didn't try thanks to advice people gave me that is similar to that of some of the above commenters.
While I don’t doubt your story - seen it happen…there’s a couple things
1. No one should have ever promised anything. We can’t promise. If you believed that than I’m sorry that you fell for it and the person was a liar. So OP - if you are hearing explicit promises - which I hope you aren’t then the issue is less about the offer but rather the leader you are speaking to isn’t trust worthy - unfortunately all orgs have these people.
2. As the story above is real, and there is likely more to it than we will ever know on this app…I can counter this story with equally opposite examples of us hiring people at the wrong level and course correcting within 6 months, 1 year or even off cycle. So OP unfortunately the Deloitte team can only make their decision off your resume and how your interview went…you can ask to come in as an SC but it will likely not happen. You can dive in and crush it like you know you are worth SC and know that if you are truly right in your abilities that it will get corrected at the appropriate time. Unfortunately it’s a risk and something time will only tell. On the flip side, maybe you will join and realize we were right in our judgement.
Do what’s best for you OP - if you don’t like the C offer don’t take it. But I stand by my advice above…worst case scenario is coming in to a level too high and failing too fast. A less worst case scenario is coming into a level too low and getting promoted too slow. It’s your choice to make.
Your level was likely determined by the strength of your interview. No harm in asking to be leveled up.
Don’t let your ego misguide you. It’s far easier to correct bringing someone in too low than too high. Also - think about what you’re saying…. Why would you accept higher expectations for the same comp? It’s not just a title , SC comes with responsibility - usually to plan and drive work for a team.
Which practice?
Are you willing to share what the salary is? ~4 YOE currently in industry and curious
Doesn't hurt to try. If you are confident in your abilities to perform at the SC level, I'd give it a go. Worst they can say is no.
I wouldn't sweat it. All things equal better to come in at a lower level. Easier to get staffed. Worst thing you can do in consulting is coming up at a higher level that you can sustain. You will just get benched to oblivion. If pay is the same is fairly straightforward to get promoted from c to sc