Deloitte people. I confirm layoffs of 4 ranked individuals and this year it's been hard rankings. Many 3s forced into 4. I was on the calls. Beware. Not trying to scare. Sharing facts.

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Let's at least get the facts straight. Layoffs are occurring for two reasons- 1. We haven't seen the attrition that is typical for the industry / what was in the plan for this year so we are overstaffed. 2. The market is softer than our growth targets, again: making us overstaffed. Political uncertainly (particularly for highly regulated clients) isn't helping anything because some clients are opting to wait on major decisions until after November. This said, 1 and 2 performers are safe- there is no reason as to why the firm would separate its best people. New hires are also safe and offers aren't going to be rescinded. 3-Performers are where it gets tricky based on where you fall in the distribution. Top of three, safe. Bottom of three...that's anyone's guess until the market picks up again or until we get down to a sustainable number of practitioners. As for getting "pushed"...each consensus is a new ball game. While each of us may have been highly ranked in the past doesn't mean we're guaranteed equally high ratings the next year. It all comes down to your impact as compared to your peers, so even if your metrics (utilization, PEs, internal initiatives) were at the same level as the year prior, your peers may have outperformed you.

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@D13- not a ppd but took advantage of a senior partner with a national role being in the office last Friday to ask some very pointed questions. I trust what he said and verified it with a few other PPDs. The only people I know of that were separated pre-consensus were 3 performers, the most recent round (per Friday's conversation) were 3s. Had it been a different economic climate, they would still be here, but unfortunately, that isn't the case. Curious about the 1s & 2s you mention- can you verify that they were actually 1s & 2s (especially since Greenlight hasn't happened yet) or is that speculation? One thing that may drive the 1&2 separation perception may be if they were GSAPers. From personal experience with HR, I can verify that GSAPers are being asked to leave if they aren't staffed. GSAPers aren't being separated though- it's moreso that their end date has to occur within 2 weeks of hitting the beach. I was nearly in that boat so I found myself another project to get me to my desired end date :)

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d20: are you a PPD or just hypothesizing? Seems like a decent number of 1s and 2s got leg go

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Sorry @D28, but your counselor can't do shit. They don't even find out until after you do

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There is no way to fight it. It's a fend for yourself mentality and partners do not like to get involved unless they absolutely have a strong and I mean STRONG personal relationship with you. Don't depend on it - at the end of the day there is only so much an individual can do once a decision has been made. Especially at Deloitte where the mentality is so consensus and multiple partner approval decision driven.

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Tech too?

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Which service line was it ?

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Damn. 4 ratings are where the firm doesn't pay for your MBA, right?

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I am not sure why top raters are being laid off !? There seems to b no rationale for it.

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I was also told that I was pushed down from a 2 to a 3 simply because of one of my four PEs. That PE was from a tail end of a project from last year that accounted for less than 1/6th of my total hours.

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Bottom 10% get 4s - this was enforced this year. Thing is, I know of 3s that got the boot. So I'm guessing it's all 4s plus non-promote 3s.

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I havent heard from anyone in Deloitte Tech yet...anybody out there with news? Good or bad?

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D20 is spot on from transparent convos I had before I turned in my comply. I had good relationships with top PPDs in the office who had no control/say over who got cut. Or so they say...

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Following

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I know a new hire from my class (last year) who got let go due to a 4

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😂

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I got the email but you know what I'm gonna fight it because I have a rational case for my situation and a cord to my counselor she will support me

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Is it?

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I never received feedback from my managers until was too late even after I attempted multiple times to facilitate a discussion about feedback. The managers never spent the time with me and now I just find out that my contributions while strong are not up to par. This doesn't make sense

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