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My favorite was while at EY I interviewed a guy who just knocked it out of the park and he clicked with our team. I had two projects where I could have placed him immediately and made sure all interviewers entered feedback that day. Everyone agreed he was a resounding yes.
I sent him an email well over a month later and asked him when he would be accepting his offer. He quickly replied by asking when EY would be extending one.
So I looked like an ass. EY HR and hiring are not only slow but they are terrible at communicating. It typically took 6-9 months to bring people onboard and that often resulted in not getting the candidates we really wanted but rather had to settle for, which contributes to EY PI's talent gap.
We got that person Onboard but I had to hound recruiting and ultimately provide a chargeable code. Their sibling worked at EY otherwise they clearly stated they would have went elsewhere.
EY PI has a talent gap particularly versus PWC, Deloitte and against EY TAS. Even within EY, processes and abilities are wildly inconsistent.
There are some outstanding people but often not the same level of depth. People who have target skills and are good consultants have options and if one firm can process you in 30-60 days and provide consistent communication while the other takes 6 months and there are communication gaps, then who would you choose to work for?
K2 FSO strategy
OP which group?
Well, its a simple rule. If the guys in F2F really liked you then you get quick calls. ( depending on what their requirement for numbers) For HR is to just meet quota. How did your F2F Interview go?
PC1 where are you now?
@PC1: can you expand on "EY PI talent gap" please? Appreciate it.
I thought my in person interviews went pretty well. Seemed to connect fine with the group. PC1 - that sounds terrible - 6 to 9 months?? But hopefully you were able to bring that person on board?
Just to let you know this time experience was very good. Prompt responses from two practices I interviewed. Now don't want to hear anything negative on EY now..😂
K2 just don't look at the EY 2020 thread that was stirring up a storm yesterday 😬
If the EY recruiting process is so arduous, what's so different about TAS in terms of skill gap? And E2, sounds about the same for me (other than 1 less for super day). So I'm guessing I should expect PPED meeting to come next eh
Principal 1 are you at EY currently?
@PC1 so TAS makes more than PI at EY? Even PI - Strategy?
Ey3, which is why partners so far have put up with them, they are indeed hot.
Hmmm if that's the case, would TAS / OTS be a better pursuit? Fwiw, I have TAS experience but want to pivot to strategy
Btw PC1 I really appreciate your responses! Definitely food for thought
PC1 thanks for the insight.
Btw whats TAS?
Ohh.. ok. Yupp talked to them as well.
Is there a technology advisory practice? Or is that within PI?
Ok. Cool. But didn't hear EY much successful with IT. Perhaps IT strategy!
Building an SI practice particularly in SAP since Oracle is CH1, but M&A is more strategy, to your point with experienced practitioners who have gone through transformation before