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$2k into XLV or VHT?
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Weekend work ..... yaayaay
Non-Fiction book recommendations please?
McKinsey & Company Has any industry experienced candidates pivot to MBB Engagement Manager before? My roommate works at FAANG as Senior Analyst (Ops, 6+ YOE) and was approached by McKinsey & Company recruiter for an EM role. He hasn’t done consulting before. Would this be too much of a risk? His goal is to pivot to PE S&O eventually.
enough with the fight..lets get back to GOT peeps
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I would be very very surprised. Set your expectations at a 3 and be happy if you get a 2
Why would i be punished for the firms inability to staff new hires appropriately!?!
My 51% utilization is playing the world's smallest violin for your 70%
115 here, I'll be pissed if a 70% gets a 1 over me. Also, first year to the firm and you're below target utilization.. no shot you get a 1, be happy with a 3 as you had ample time to relax while I was working midnights and weekends
I wish I could bill over 8 hours/day 🙄
Alright let's clear some things up - utilization is the most important CRT factor for junior level staff. HR develops initial performance tiers based on metrics, utilization being the most important. For example, if you're 20 percentage points below your target, HR automatically puts you at a 4 rating / tier. Partners and your work during the previous year can change your tier but it's very hard.
To every new hire out there, it's almost impossible to be rated a 1. You're going up against people who were at the firm the entire year. Plus, it's an easy excuse for the firm to hand out less 1s.
And no this isn't just for S&, it's the exact same methodology and logic on the PwC side.
I find this utilization based process highly unfair. I have consistently been rates at next level with multiple performance differentiators and over 90% time covered in snapshots. In the first 7 weeks in which they could not find me a project i worked on multiple proposals and completed additional training to improve my subject matter expertise and technical capabilities. I feel like 1 and deserve to be 1. All my direct supervisors have agreed on this. I will be very very disappointed to be rated below a 2 as the ONLY thing i fall short of is utilization due to the hr's incapability to staff me on time once i joined the firm.
Even if your utilization was at target, it's very rare for anyone to get a 1 in their first year at a level.
1st year senior that had hard time to get staffed on his first project here
70% utilization would be a miracle for us SC folks 😂
I think it depends on how your utilization compares to peers in your group. Utilization for associates in my group was generally low last year. I had utilization in the 60's as a new campus hire and received a 1.
The "company" response would be we told you networking was key to finding projects. Not sitting on the beach and watching Netflix.
As someone that has been at the firm for a few years now, I can offer this advice for staff. UTILIZATION IS ALL THAT MATTERS as a staff. Anything else is just bullshit.
if you have to ask.....
So is the utilization the single most important factor in assigning ratings then? What if ALL my other metrics are perfect with excellent snapshots and 95%of time covered in snapshots? Does it not matter at all?!?
Ratings are about IMPACT, not just snapshots and utilization. You need to show impact and only a small percentage of people receive a 1.
I agree OP. My utilization sucks and I was a 1 last year. I wasn't staffed bc of performance, we just didn't have enough work. I will be pissed if I'm penalized bc of it
But is it that guy's fault @P9? Why hire someone just to not give them work to do? Why is it our job to find a job while we have a job?
I've heard mandatory bell-curve this year with no wiggle room. So I would say your chances are slim, unless your whole group has low utilization as well. I've heard my 105% is still low compared to others at my level (e.g., 110%-120%), so I'm not too excited to see what I get.
Bless the poor soul who will be force ranked into a 4