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"Need some help to understand and decide my career track."
I just began my career in ZS Associates at an associate level after completing masters from the USA. The reason to choose ZS was because of not having a lot of relevant work experience to land any data engineering/ analytics related job in Big Tech firms. Given that the technology is changing very drastically, and from work life balance perspective in the future, would it be wise to shift into tech companies asap before it's too late?
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I have 2 offers with Virtusa (Chennai) and PWC(bangalore) position solution architect and manager respectively. Ctc offered is 28 LPA fixed + variable components from both companies. Would like to get valuable opinions from your side. Tech stack - Cloud and Data Automation My questions are, 1. WLB of these companies 2. Is it a great offer to go with? considering macro economic situations. 3. Job security, (11 YOE now). Thank you in advance.
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I have had 2 kids as a partner, the first in my first year as pattern, the second 3 years later. I’m in B4 tax, both were during fall busy season. I had others cover for me - a couple were covered by the partner prior to me, so they knew the client, but several were new clients so I had to prepare someone to cover. No issues, rarely checked in for first couple of months, a bit more as it got closer to coming back. No impact on future opportunities, it’s common.
Why does any of this even factor into it? Family first. You and spouse want more kids…that is way more important than anything at the office. No client ever died because the partner was unavailable. If your firm and partners don’t support that, you need to go someplace that does.
I think this varies significantly by firm size, I’d say you’ll probably be well supported at a big 4. Beyond that and with the detail provided that you can’t find info, I’ll assume you’re not at a big 4, brace yourself. I hate to say this because I wish it was better, I’ve found that you’re still held to all new business revenue goals and expectations to join meetings and calls. I had a colleague that had just had twins she joined calls—closing doors so screaming babies couldn’t be heard, again, I wish it was different, but there isn’t support and yikes, don’t look to female leaders for help at these firms, they are of no help as they grew up fighting for the one role and all they see is your incapability to “hide” your family. Wish things were different, unfortunately, the reality many of us face. With that said get an aupair, full time nanny or support during that time and just try to set boundaries/not care.
I am a founding partner in a small firm, but when I had a baby it was kind of a shit show. I was getting texts from clients the day I delivered my baby. I tried hard to set boundaries but I found it very difficult to take any meaningful time off. I would imagine in a larger firm, this isn’t as much of a problem. We are trying for number #2 and I’m going to try to have better staff in place during my leave. It’s extraordinarily stressful to be 2 weeks post partum and be expected to think through anything work related. Good luck!!
Big 4 Partner here. I have both been out on parental leave and have filled in for two partners while they were out on leave. I felt supported and believe I supported my two partners well.
In both scenarios, 6 months leave and returning with 2 months FWA.
Upon returning I do not feel an impact on leadership roles or client assignments - and have received the expected units.
Regarding coverage, It really came down to preparing your teams and clients. Have your backfill in place, integrate them into the team as a decision maker and leader.