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I applied with EY for a Senior Manager role I had my first stage interview with a senior manager, which I thought went well as I got the partner interview 2 weeks later, and said I'll be contact within 10 day HR. This did not happen so I chased up. Today I received feedback from HR stating that the senior manager, who would have been my peer, said I didn't have enough experience. But the partner who I would have been working under did like me.
Is this normal with EY recruitment
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Expertise that would be additive - if you’re part of a fast growing space and we’re trying to grow our presence in it improves odds we’d consider you for a more senior role. To be a principal lateral we’d have to feel that we couldn’t easily home grow what you bring to the table. Got to be able to showcase that expertise. We also would consider you for principal if you’ve got commercial potential already - can be demonstrated in a number of ways but if you’ve got a track record of commercial excellence or deep industry relationships would likely incline us to a more senior role.
Is the idea to speak to relationships, expertise, etc during the personal experience part of the interview?
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Is this driven more by relationships ie direct commercial potential or knowledge / expertise showcase ie indirect commercial potential?
How would time spent by activity differ from PL to Principal? Maybe PL is 95% focused on execution while Principal is almost always multi staffed and overseeing?