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 New hires are also safe and offers aren't going to be rescinded. 3-Performers are where it gets tricky based on where you fall in the distribution.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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I mean to their credit, my firm initiatives really were pretty terrible - but they were also terrible last year when I got a 1. I think they are just getting really strict / serious this year

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1s and 2s from last year. Guess it can change

Following.

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*compy

Does it matter if you are a campus hire from a school that Deloitte has always recruited from? And you have tight relationships with the school due to recruiting? Are people on internal projects in danger? What about folks with work visas? I would think that after investing so much money on keeping them, they wouldn't fire them just because let's say they had a bad year due to utilization for example

Wow I was considering a move to Deloitte because I have some TSA client exp but didn't know that contract was at risk too

If you have any questions read D20's comment, I spoke with a PPD today that I have a good relationship with and what D20 said is spot on. He/she said it is "ugly" and unfortunate but no high performers for THIS YEAR are being laid off. He set if you met expectations (3 and below) it was based on where you fell in that. He said some were laid off even with a 2 project rating but were a 3 YE. It's probably not over though, I would expect it to continue. Green light I believe is Friday. Those that don't get promoted when expected to could be in jeopardy.

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Following

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It's over guys! 🎉🎉🎉

Is there any way to fight it ?

I had an SM and a partner involved and they were both really on my side. I don't think my rating will actually change (cause they got involved too late...) but there is a chance I might not have to fear for my job

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D20 is pretty well informed, although probably S&O which was harder hit. In Tech the numbers are much lower, but some similar issues in that voluntary turnover had been very low and after years of barely enforcing up or out (in those areas where it exists), a distribution was enforced and people ending up with a 4 (especially those who received multiple 3's before) are more at risk.

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