Capgemini Invent North America just lost another really good junior consultant because the company is unwilling to make merit-based (out of cycle) promotions and adapt its talent management model to current trends and employee sentiment — despite the never-ending barrage of pulse surveys. And yet, it continues to overpay for experienced hires with limited experience in digital/tech transformation — our primary value prop. Unfortunate.

funnylike
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Are you this junior consultant?

funnylikesmart

That being said; we have some associates working to senior consultant level; and some some directors who don’t even know how to convert a PPT to a PDF…

Is this talented junior consultant in the room with us right now?

funny

Yeah but theyre sulking in a corner somewhere

funny

Mate, below the Partner or pre-Partner level, every consultant at every firm is 100% fungible. And even at the top, firms will survive losing talent.

likesmart

Seems like you’re responding to an assertion I didn’t make, C1.

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Losing 1 talented person vs having 50,000 people ask for out of cycle raise… It’s the same reason you don’t negotiate with terrorists.

likefunny

Using AI to draft a complaint when that consultant doesn’t understand how a business works shows why Capgemini Invent North America considers this person unregretted attrition

likefunnysmart

Who is this addressed to? Guarantee senior leadership don’t care about anecdotes like this. They care about statistics e.g., 25% unforced attrition vs. one dude or lady complaining

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Out of cycle promotions generally dont happen in professional services / finance firms with “up or out” models.

Are you benchmarking against the consulting industry or something else?

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It’s fine we’re not saving lives

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Bad idea to take a short term view and expect out of cycle rewards when they have been ruled out. Better to concentrate on building a long term career which will bring much greater rewards. In a few years you’ll look back and see it - if you are really any good.

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Dw we lost one of ours to Cap invent in the UK so it evens out.

No one below the grade of a D2 maybe even E1 is worth over-extending to retain. If you aren’t senior enough to bring in business, you’re expendable. Plain and simple.

Yes, delivery is important. Yes, junior talent eventually become senior enough to bring in business. But there’s no A, B, or C worth going through a promotion or salary increase exception process to keep.

I’ve been part of convos where PMs have suggested going to Courtney and her predecessors to ask for retention bonuses/huge increases for grades A-C. There was almost legitimate laughter

can i get a referral?

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